#Why is Comp & Ben outdated?

The common focus of Total Rewards professionals is the design of an efficient salary model that analyzes external factors to then impose these findings onto the internal structure and the culture of the business. Since this approach is disconnected from the actual business reality, the link between individual contribution, performance and business values is almost impossible to communicate. As a result, employees lack clarity, understanding of the processes and the rationales behind compensation decisions.

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Organisations fail to transform, because when they go live with their new initiatives and promote their new values, new ways of working or new organisational structures, their compensation models remain unchanged and mostly reward behaviors and individual criteria that do not add business value or drive the cultural change.

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New Pay is different. It is the process to identify the inner drivers of business development and people engagement and - based on that – to define the building blocks of a unique and culturally adequate compensation model. As a consequence, New Pay requires transparency and will therefore be more comprehensible.