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LEARN: Strategic Communication in Total Rewards Reinventing the Benefits Experience Upon arriving at Ipsen, Leo and her two compensation and benefits team members spent much time replying to employee questions about where and how to find contact information for benefits vendors, as well as the types of benefits offered.

“Provide reminders of benefits, programs and resources through newsletters [and communication notices], and by leveraging vendor partners,” she said.

FINDINGS Proportions of Companies Using Particular Metrics About one-third (34%) of the 91 FTSE 100 companies that were analyzed used employee metrics in their performance-related pay package (31 companies).

Here’s How to Leverage It for TR; Quantitative Data A quantitative (left brain) data approach focuses on information that can be measured numerically and statistically analyzed.

Removing rewards that no longer add value — after analyzing the potential impact of doing so — and instead reallocating resources to benefits that do pay dividends can have a significant impact on an organization’s bottom line, she said.

Those that already do so plan to offer an average of $6,201 in assistance per employee this year. ( Editor’s Note, 9/17/2025: Major employers like Amazon, Walmart and even the U.S. federal government have experience providing employer-assisted housing programs to help employees with housing costs through down payment assistance, forgivable loans and rental support.

LSA funds typically do not go into a benefit account for employees to use by the end of the year like an FSA, nor do they go into a portable account that employees can take with them if they leave the company like an HSA.

If you do the heavy lifting of analyzing your pay throughout the year rather than just once a year, you can save your company significant dollars when remediating pay inequity.

“Employees treat HSAs not only as short‑term payment accounts but increasingly as portable, long‑term savings and investment vehicles .”