Spend the reward budget on the things people actually value.
Total Rewards is more than salary and benefits: it’s the full experience of working for an organization. GHRA helps you capture everything you offer, from free downtown parking to early‑release Fridays, and structure it into a clear, intentional Total Rewards strategy. Many programs evolve piecemeal, i.e. a benefits plan chosen four renewals ago, a bonus formula built for a different business model, an extra PTO day added because a competitor did. Each decision made sense at the time, but together they form a significant annual spend that few organizations ever evaluate as a whole.
Total Rewards is that whole view: base pay, variable pay, benefits, retirement, time off, flexibility, development, and the non‑cash elements that often matter most. The real question is “For the money we already spend, are we buying the outcomes we want?” A company can be at market on total spend and still lose talent if the dollars sit in components the workforce doesn’t value.
Talk with GHRA about the situation, the risk, and the best next step.
