Many organizations today are navigating a quiet but significant shift in employee engagement—labelled as The Great Detachment by Gallup. While employees are still showing up, fewer feel deeply connected to their work or organization. In fact, Gallup’s 2024 data shows that less than one in four employees strongly agree they get to use their strengths every day on the job.
This shift signals an opportunity – not a crisis. Employees want to feel energized by their work. They want to grow, contribute meaningfully, and feel supported by the organizations they serve. And employers that recognize this moment and respond thoughtfully will be better positioned to attract and retain top talent.
The good news? One of the most effective ways to re-engage your team is also one of the most practical: implementing a well-balanced, forward-thinking Total Rewards strategy that reflects what employees truly value.
In today’s market, compensation alone is no longer enough. Organizations that take a holistic approach—blending pay, benefits, flexibility, development, and culture—can foster deeper loyalty and connection.
Why Total Rewards Matter More Than Ever
Employees today want more than competitive salaries. They want to feel supported, developed, and valued. They want to see their future within the organization.
At OMNI, our conversations with leaders and our experience across industries have surfaced three important workforce dynamics:
- Shifting engagement: Employees are reassessing what they need from work to feel fulfilled.
- Rising expectations: The modern workforce expects more personalized, flexible support.
- Opportunity for alignment: Employers can differentiate themselves by aligning rewards with what employees actually value.
To meet this moment, organizations must move beyond transactional compensation and embrace a Total Rewards mindset—a holistic view of the employee experience that connects purpose, growth, and wellbeing.
The Building Blocks of a Strong Total Rewards Strategy
A strong Total Rewards strategy doesn’t have to be complex. It starts with asking the right questions:
- Are we offering benefits that reflect today’s realities?
- Do our people see a path for growth here?
- Are managers equipped to support and develop their teams?
Imagine a community health center that wants to retain early-career nurses and clinical staff. By offering mentorship programs and funding for continuing education, the center could show its investment in long-term development—without necessarily increasing salaries. The result? Better engagement, stronger retention, and higher quality of care.
Or consider a mid-sized professional services firm that wants to identify and support emerging leaders. By offering cross-training and temporary project roles, they could give team members exposure to new parts of the business—building internal mobility and reinforcing career growth.
Making Non-Monetary Rewards Count
Not all rewards require financial investment. In fact, many high-impact strategies are low-cost or no-cost:
- Mentoring and project-based learning
- Cross-training and job shadowing
- Stretch assignments (e.g., filling in for a colleague)
- Meaningful recognition
- Professional development beyond mandatory training
A 50-person nonprofit might create “internal fellowships,” allowing employees to work on short-term initiatives beyond their usual scope. These opportunities could give staff renewed purpose while encouraging cross-functional collaboration and skill-building.
These types of experiential rewards not only build connection, but also support both employee recognition and appreciation—distinct elements of a healthy workplace culture.
Traditional vs. Non-Traditional: Finding the Right Mix
To meet the needs of a multigenerational and increasingly diverse workforce, employers should aim to balance traditional and non-traditional elements in their Total Rewards portfolio.
Traditional offerings may include:
- Competitive base pay
- Health, dental, and vision insurance
- 401(k) and retirement plans
Non-traditional options might include:
- Flexible working hours or remote work
- Paid family and caregiver leave
- Mental health resources, including compassion fatigue support
- Career development stipends
- Student loan repayment programs
- Financial wellness tools
For example, a mid-sized construction firm seeking to appeal to younger professionals might offer a modest student loan repayment match. Even at a relatively low cost, this benefit could stand out in a competitive hiring market—and strengthen the company’s reputation as a supportive employer.
The right mix will look different for every organization. What matters most is that your offering reflects the needs and values of your people—not just what others in your industry are doing.
From Strategy to Action: Your Total Rewards Game Plan
Here are five ways to strengthen your approach:
- Be nimble: Keep your rewards strategy dynamic. The market and your people’s needs will keep evolving.
- Watch the data: Use tools like employee feedback and stay and exit interviews to uncover insights that guide decisions.
- Balance trade-offs: Not every offering needs to be costly—focus on meaningful, sustainable value.
- Communicate consistently: Your benefits only matter if employees understand and use them. Ongoing education is essential.
- Think long-term: Investing in manager training, leadership development, and career pathways builds retention over time.
The OMNI Approach
At OMNI, we partner with you to create a Total Rewards strategy tailored to your organization’s goals, culture, and workforce. Our work begins with listening—then building the right mix of compensation, benefits, and meaningful employee experiences to help you attract and retain the people who power your success.
Let’s rethink your Total Rewards strategy—together. Contact OMNI now.
Authored by: Jon Binder, Senior Consultant and Compensation Practice leader
