It’s been over a year since the pandemic changed everything. We’ve adapted to lockdowns, home offices, and balancing Zoom meetings with takeout dinners, cutting our commutes from an hour to a few steps. As remote work becomes the norm, companies are scrambling to update their employee rewards. One client summed it up: “I’m not working from home; I’m living at work.” This means a strong rewards package is more important than ever. To keep employees engaged in a world without office walls, you need to rethink how you deliver compensation and benefits and focus on personalizing your approach rather than using a one-size-fits-all strategy.

How Work is Changing

Last summer, 82% of company leaders were confident that remote work would continue after the pandemic, and by the end of the year, nearly 42% of the U.S. workforce was still working from home. Employees love this shift, with 96% wanting the option to work remotely, at least part-time, even after the pandemic ends. Remote work isn’t just about avoiding the daily commute; it’s reshaping what employees expect from their jobs, including their views on pay, benefits, and company culture. This is a golden opportunity for employers to tap into a larger talent pool and stand out in a competitive market by rethinking their Total Rewards strategy to meet the diverse needs of their remote workforce.

The Key to Personalized Rewards

The era of generic benefits packages is over. Employees now expect more tailored rewards that cater to their specific needs. To meet these expectations, employers should dive into persona analysis— a strategy for understanding their employees and crafting rewards that resonate with them.

Start by analyzing census data, which provides insights into employees’ demographics, job functions, tenure, and benefit preferences. This data helps create a clearer picture of what drives your workforce, from new hires to seasoned executives.

For example:

• New Hires (Under 25): Many of these employees might still be on their parent’s health plan. Instead of focusing solely on traditional benefits, consider offering mentorship programs and student loan relief.
• Mid-Career Employees (26-34): This group might be thinking about marriage or starting a family so that they may value benefits related to family planning and work-life balance. Tailoring wellness initiatives and employee assistance programs to their needs could be key.

Remember, not every employee in these groups will want the same things. Dive deeper into the data to create more specific personas and build a Total Rewards package that drives engagement, attracts top talent, and makes your company the go-to employer in a remote-first world.