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New Rewards

People are changing, leading more complex lives, placing more emphasis on personal development and access to learning and new rewards, seeking a better balance between family and workplace responsibilities and demanding greater choice, higher standards and more flexibility in the delivery of services. This is from the perspective of both the NEWORKer/Portfolio Worker and the prospective employer/client.

The rewards of a business relationship with a NEWORKer/Portfolio Worker are great.

The NEWORKer/Portfolio Worker

strives to provide the best outcome at the most cost effective manner for both the worker and the client. Not only do NEWORKers work with each client to ensure success but also they listen to the clients' needs and respond to provide that service.
is by arrangement albe provide 24/7 customer service. They are not restricted to the conventional hours of 8am to 5pm.puts the client's best interests first.
Works with the client to achieve specific outcomes. This can be achieved independently but often the NEWORKer/Portfolio Workers, through their networks are able to activate experts in a very wide range of specialist areas.

Rewards are no longer constrained to monetary considerations. There is a new regime that is more holistic and yet very simple. It meets the needs of both the client and the NEWORKer/Portfolio Worker. Even this model should not be interpreted in a restrictive sense.

Compensation/Pay

Over the years, companies have sought to be competitive and fair in salary administration. Because of the limited motivational effect of salary increases, companies have begun to be a bit more conservative here, while increasing the amount of incentive pay available for a strong company and individual performance. This has had the effect of containing rising salary costs, while improving the pay to performance relationship. Properly designed and implemented incentive programs have proven to be potent tools for driving productivity and profitability. In addition, innovative use of non-monetary rewards can significantly improve motivation and teamwork. The NEWORKer/Portfolio Worker is in an ideal position to take advantage of this philosophy and practice to the advantage of both himself/herself and the client.

Benefits

We are all experiencing the pain of recent increases in health care inflation and its impact on medical and workers compensation cost to employers. Government attempts to move medical costs away from the state and to private arrangements of the individual consumer have not taken hold, and certainly individuals and families are unprepared to take on those costs separate and apart from the jobs. With health costs increasing, this Benefits component of the Total Rewards system is important to everyone. This, of course, makes it even more critical to be as innovative and cost effective as possible in driving organisational productivity and profitability. The NEWORKer/Portfolio Worker is in an ideal position to take advantage of these benefits and practices to the advantage of both himself/herself and the client.

Leadership

As employee loyalty has gradually eroded, many firms are experiencing some significant employee turnover. Conservatively speaking, the cost of such turnover is between one-third to one-half of a departing employee’s salary. While turnover is often attributed to compensation, many of the more astute organisations have identified leadership and environment to be somewhat more significant than compensation. In other words, today's NEWORKer/Portfolio Worker is looking not just for instant gratification in the form of more money, but is looking for the opportunity to work with the kind of leader who gives them the opportunity to make a meaningful contribution, and the chance to participate in a environment where there is mutual trust and respect. The NEWORKer/Portfolio Worker is in an ideal position to take advantage of this practice and strongly contribute to the advantage of both himself/herself and the client.

Development

Another important reward component that is often overlooked is personal and professional development. A common comment made by Government, Employer organisations, employee organisations and many community groups is the "lack" of skilled people avaialable for hire. Given all of the mergers and acquisitions and "downsizing" initiatives that have occurred in business in recent years, employees have become (understandably) more concerned with keeping their skills up to improve their marketability before the next change is announced. Employers of choice know that continuous learning is not only imperative for organisational success but is also a strong consideration for the new generation of employees in New Zealand business.

The NEWORKer/Portfolio Worker is also very aware that they need to keep their skills up to date and do this in a number of ways. These vary but will generally be a mix of

attending formal training courses that are provided by training businesses, teaching institutions etc
by being involved in carrying out contracts in many businesses, they bring with them the learnings of working in a very wide variety of business environments
participating in training opportunities that clients might offer their staff. The NEWORKer/Portfolio Worker often has the flexibility to participate in training opportunities that are occuring at a client's premises.

The NEWORKer/Portfolio Worker brings the experiences and learnings of a variety of working environments and can through the contract arrangements make these experiences available to the client and their staff.

The NEWORKer/Portfolio Worker is in an ideal position to take advantage of this development opportunities and practice, and to share these with a client and their staff the benefit of all.