Employee Voices Drive
Total Rewards

We recently interviewed Carla Shaw, Assistant Superintendent of London City Schools, who shared her insights on the importance of employee voice in creating a positive and productive Total Rewards system. Shaw emphasized listening to employees and using their feedback to improve the overall employee experience.

Key Takeaways

• Start with what you have: Begin by assessing the current Total Rewards program and identifying what is working and what is not. This can be done through surveys, focus groups, and one-on-one conversations with employees. As Carla pointed out, "We don't need to reinvent the wheel."  

• Consider the employee journey: Keep in mind the needs of employees at each stage of their career, from onboarding to retirement. This includes providing new hires with the resources they need to be successful and offering professional development opportunities to veteran staff. For example, London hosts ongoing training sessions showcasing HR information for new and ongoing employees at different points during the year. This flyer describes the program and approach for delivering support at key points, based on all employee needs.

• Create a central hub for information: Organize a central website or portal where employees can easily access important information, such as forms, policies, and procedures. This will help to reduce confusion and frustration among staff.

• Communicate regularly: Talk and write regularly with staff about important updates, events, and deadlines. This can be done through email newsletters, staff meetings, and social media.

• Celebrate staff successes: Recognize the successes of staff members, both big and small. This can help to boost morale and create a sense of community.

• Monitor progress: Track progress in improving the employee experience by collecting data on staff satisfaction, retention rates, and other key metrics.

• Use feedback as a guide: Leverage feedback from staff to make improvements to the Total Rewards program. This includes making changes to compensation, benefits, and work-life balance policies.

The Power of Open Dialogue

Shaw highlighted the importance of open dialogue between school leaders and staff. She believes that this open communication helps to build trust and relationships, which in turn leads to a more positive and productive work environment.

Additional Ideas:

1. Ensure that staff restrooms are clean and well-stocked—it’s the details that matter!

2. Provide employees with free breakfast and coffee.

3. Increase the hourly rate for staff members who work outside of their contracted hours.

4. Offer single sign-on for all school programs.

5. Provide staff with free admission to school athletic events.

6. Keep staff informed about classroom and building closures during the summer, knowing that they will want to get into their building to prepare their classroom well in advance.

By implementing these strategies, educational organizations can create a Total Rewards program that meets the needs of their employees and helps to improve the overall employee experience.

Conclusion

By listening to their employees and using their feedback to make improvements, educational organizations can create a work environment where everyone feels valued and respected. This can lead to increased staff morale, retention rates, and student success.

Credits: Aerial video, image of staff, and professional development flyer provided thanks to London City Schools.