Total rewards strategy
Turn your compensation strategy into a means of creating value
Attractive, Motivating and Loyal Total Rewards for your top performers. Discover our expertise in Compensation Strategy or get in touch with our experts.
More than 3,500 companies have placed their trust in us for over 30 years
Understanding your challenges
How to build a sustainable global compensation strategy aligned with the company's development project?
How do you take into account historical, business and cultural specificities?
How can we involve the key players who will guarantee the success of this strategy, beyond HR teams and social partners?
The benefits of a
total rewards strategy
Visibility:
Give your employees a clear understanding of their role.
In addition to market best practices, MCR Rewards takes into account the company's specific characteristics: its development project, its history and its cultural specificities.
Fairness:
Classify each job using an objective, proven method.
The mission is carried out within a Project Group (internal project managers and MCR Consultant(s)) and the stages are validated by a Steering Committee made up of operational decision-makers.
Efficiency:
Base your salary decisions on structured data.
The support method integrates the appropriation of changes through various stages of involvement and communication with key players (Codir, managers, social partners, etc.).
Steps for implementing your total rewards strategy
To help you rethink and realign your total compensation system with your company's development objectives, we offer a proven 4-step support methodology.
Step 1
Diagnosis of existing remuneration system
A diagnosis that takes into account existing systems as well as the company's strategic, economic and cultural environment.
Step 2
Global Compensation Strategy Recommendation
Overall recommendations and recommendations for each type of population, with a description of the various tools and economic simulations (new principles vs. old ones).
Step 3
Proposed development scenario
A proposed development scenario, implementation schedule and decision support.
Step 4
Communicating change
Communication of planned changes to key players (Codir, managers, social partners, etc.).
Key figures
3x more
to retain key talent with MCR Rewards
"We discovered MCR Rewards when we were looking to reorganize our group, which had grown considerably in recent years. Our questions evolved over the course of the assignment as the crisis unfolded and our strategic thinking evolved. MCR showed itself to be a good listener and understanding when faced with an assignment whose profile was constantly changing".
Bruno Peyroles
President, Bureau VallƩe
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Why choose
MCR Rewards
Our mission is to provide tailor-made solutions for the sustainable growth of companies and their employees.
100%
of supported companies have adopted PACIĀ© to manage their HR strategy.
A Payscale study shows that employees who perceive their remuneration as fair are 1.7 times less likely to leave their company.
+20%
employee loyalty through clear and fair classification.
The perception of internal fairness is a key factor in motivation and loyalty. According to a study carried out by the YouGov Institute for PageGroup in July 2024, 7 out of 10 employees are prepared to ask for the median salary of their colleagues.
Optimization
salary reviews with a solid, objective basis.
6 out of 10 companies will favor the publication of salary ranges in job offers (Study carried out by the YouGov institute for PageGroup in July 2024).
Do you have any questions?
The answers can be found here.
Why think in terms of Total Rewards?
While the fixed salary is the basic element in attracting employees, motivation and loyalty are closely linked to the relevance of the Total Compensation package. Variable salaries and profit-sharing policies (profit-sharing, profit-sharing, matching contributions, etc.) have a major impact on motivation and a sense of belonging.
Why think in terms of the Total Reward Package?
If well used and communicated, all the elements of the global remuneration package are tools that have an impact on loyalty (health insurance, provident scheme, benefits in kind, etc.).
Why is Compensation Communication important?
Compensation is a strategic and sensitive subject. Communication is essential at different stages of our support (upstream, during, and downstream...), with the various key players involved (Codir, operational managers, social partners, employees concerned).