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An outstanding post ... and point, and you make it very thoroughly and convincingly. Great work!

Great article Darcy. At Dollar-Compensation-Statements.com, we have conversations all the time with clients who are considering skipping a year of statements. Total reward statements can be tailored to deliver whatever message employers need to send about company performance, compensation and benefits, yet most employers go with a very generic message. Research shows that employees prefer direct and honest communication from their employers and dliminating statements just gives employees the impression that their employer is trying to pull one over on them.

Thanks for the great post Darcy!

Perhaps in this era of downsizing labor costs, it's the BEST time to communicate total comp costs.

Here's a link to our annual benefits statement that does a pretty good job of showing how much the employee and employer are paying for pay and benefits: http://www.worldatwork.org/waw/adimLink?id=33640

Since the savings plan is shown quarterly from a different source, the savings plan total account values aren't in this particular communication. But the value of employee and employer contributions is shown.

Paul - Showing that the company is still investing in it's workforce is very important. Thanks for commenting!

Even in difficult times, most employers have a story to tell when it comes to total rewards. The total rewards message, and explaining the value of each employee's complete compensation package, is still relevant.

Your point about a "communication vacuum" is also important. Cutting back on communications when conditions grow more challenging is not necessarily the best approach.

Great point that once corporate performance improves the largesse should also be shasred with people who tightened their belts during the lean times.

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