Benefits and Compensation

Show Me (More Than) the Money: Nontraditional Reward Assessment Checklist

Yesterday, we looked at the factors that comprise a total rewards framework—which goes well beyond the actual dollars and cents you pay your employees. Today, a nontraditional reward assessment checklist.

Nontraditional Reward Assessment Checklist

Here is a short assessment checklist you can use to rate your company’s nontraditional rewards, designed by Towers Perrin and drawn from Towers Perrin research. Each item should be rated on a scale of 1 to 5, with 1 representing “strongly disagree” and 5 representing “strongly agree.”

  1. Leaders clearly articulate a vision of success and a compelling reason for participating in the action.
  2. Leaders exist in the organization at all levels.
  3. Employees understand the business strategy, how the business works, and key performance measures.
  4. Employees can link their actions to business unit and company goals.
  5. Efforts at managing diversity are integrated, qualitative, and productivity driven.

Employees are encouraged to do things differently and express alternative perspectives to solve business problems.


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  1. The organization has a multifaceted work-life strategy that helps the employees balance their work and personal life through varied arrangements.
  2. Employees can set limits on the amount of time they work without having it reflect poorly on their level of commitment to the company.
  3. The culture encourages customer focus, flexibility, change, readiness, and teamwork.
  4. The culture integrates the vision, strategy, and expectations of key players and presents a consistent brand to the market.
  5. The organization helps employees identify the skills and competencies they need to be successful and further their careers.
  6. Employees have access to training and development opportunities they need to further their careers.

If you score high on this test (45 to 60), the level of discretionary interest is high, and employees think and act like owners. With scores from 29 to 44, employees are contributors; they are responsive, but not strategic. With scores from 12 to 28, they are merely jobholders.

Reward and recognition—it’s the key to engagement and productivity. Companies that have higher than average levels of engagement see 27% higher profits. Find out how to tap into this potential with the free white paper from BambooHR and Cornerstone OnDemand, How to Build Productivity Through Reward and Recognition.

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How to Build Productivity Through Reward and Recognition. This best practices report will provide you with the facts regarding rewards and how they contribute to productivity, along with thoughts from business leaders on the importance of recognition. Click here to download now!


When employees feel appreciated, they will seek to improve performance in order to earn even more recognition. This best practices report will provide you with the facts regarding rewards and how they contribute to productivity, along with thoughts from business leaders on the importance of recognition.

You’ll learn:

  • The latest data on recognition and how it affects productivity
  • The 4 basic human drivers that incentives can tap into
  • Types of recognition employees really want
  • Steps to best reward your workers
  • Ideas for non-cash incentives
  • And much more!

Download Now