Help us uncover what drives Rewards impact. Participate in our first-ever High-Impact Rewards Survey now!






How do your Rewards programs help shape the employee experience? Is your Rewards function keeping up with the new world of work?

Rewards offerings are among the most fundamental and effective levers that employers can apply to attract, engage, motivate, develop, and retain employees, and thereby drive desired business outcomes.

Our definition of “total rewards” is broad and inclusive, encompassing all elements of the employer/employee relationship to which the employee ascribes value. Taken from this vantage point, there is much connectivity between rewards and other human resources disciplines, functions, and processes. Employers who understand these relationships, conceive rewards offerings with the employee experience in mind, and are willing to be flexible and adaptive with respect to the design and implementation of such offerings are more likely to maximize their rewards investments.

While such a holistic view of rewards represents significant evolution in thinking over the last several decades, the core mission of the discipline remains static: to support the attraction, engagement, motivation, productivity, development, and retention of the human capital that is required to meet business objectives. The players, coaches and equipment in the rewards game have changed, but the goalposts remain fixed at the end of the field, offering significant returns to those organizations that can master the new game.

We are very excited to announce the launch of our first-ever High-Impact Rewards Survey, open now through October 6, 2017.

Our High-Impact Rewards Study aims to:

  • Provide insights into leading practices in total rewards
  • Help corporate rewards professionals, HR executives, and business leaders understand how certain strategies, approaches, capabilities, and tools can help improve the overall impact of their rewards offerings

Take the survey and receive:

  • Our Building the Business Case for Employee Recognition toolkit,
  • An instant snapshot of how others rated the return on their rewards investments, and
  • A summary of select data from the study after analysis is complete.

The details:

  • When: Now through October 6, 2017
  • Who: Rewards leaders and professionals, HR and business leaders
  • Estimated Time: 15 minutes
  • Responses are private and confidential

If you know of others interested in participating in our research, particularly your colleagues in Rewards, please share this link with them:

Thank You!


David Mallon

Chief Analyst / Bersin, Deloitte Consulting LLP

David, a ten-year veteran of the organization, led the research teams at Bersin, Deloitte Consulting LLP, for six years. An authority in all areas of HR, talent, learning, and leadership, David brings an integrated perspective to organizations seeking to solve their significant workforce challenges. He is adept at shaping operating models and key roles to improve employee experience and productivity, and is a thought leader in organizational culture, learning, and talent development. A former steward of the learning and development research practice for Bersin, David developed the team’s work in continuous learning and learning cultures. He holds a master’s degree in digital media from the Georgia Institute of Technology with a focus on computer-aided distance learning, and a bachelor of arts degree in English from Emory University.

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