What is an example of a "soft measure" in total rewards communication?

In the context of total rewards communication, a "soft measure" refers to aspects that are more qualitative and subjective, rather than quantitative. Employee awareness fits this definition as it pertains to how well employees understand and recognize the total rewards package being offered to them. It reflects perceptions, feelings, and engagement levels, which are crucial in determining how effectively the communication of the total rewards is resonating with the workforce.

Monitoring employee awareness can provide insights into the effectiveness of communication strategies and can help identify gaps in understanding, which can then be addressed to improve overall engagement and satisfaction. This qualitative measure doesn't directly translate into numbers but plays a vital role in the overall success of total rewards programs by fostering a better-informed and more engaged employee base.

In contrast, the other options offered are more quantitative in nature. For example, productivity and turnover costs focus on measurable outcomes, while the achievement of business goals aligns with defined organizational metrics. These measures may provide valuable insights, but they do not capture the subjective experiences and awareness of the employees regarding their total rewards in the same way that employee awareness does.