CompAware: Transform Pay Conversations. Build Trust in Total Rewards.

CompAware equips leaders to communicate rewards with clarity and confidence, helping employees understand and value their pay in an AI-enabled, rapidly changing workplace.

Learn More Today!

The Trust Gap in Compensation

Why Organizations Choose CompAware

Most employees struggle to see the full value of their rewards, which creates a gap between what you provide and what they perceive.

CompAware is MorganHR’s strategic answer to this challenge—an evolution in corporate training that helps organizations bridge the disconnect between compensation practices and employee perception. It’s more than just leadership development—it’s a people-centered approach to building a culture of clarity, confidence, and trust around pay and rewards.

With CompAware:

Employees move from confusion to clarity about their rewards
Leaders gain confidence in performance management and compensation conversations
Organizations experience stronger engagement, retention, and equity
Transparent communication becomes part of everyday leadership behavior
Leaders learn how to integrate AI insights into fair, transparent pay conversations.

MorganHR created CompAware because conventional manager development programs fail to address the full employee experience with total rewards—and modern leaders need tools that go beyond policy to drive lasting transformation.

The CompAware Journey

The CompAware Journey – From Awareness → Understanding → Appreciation → Activation.

CompAware’s proven methodology guides employees through three critical stages to make pay feel fair, relevant, and right:

Stage 1: Awareness Employees recognize the full scope of their total rewards package, from base salary to benefits, perks, and growth opportunities.

Stage 2: Understanding Employees grasp how each component of their rewards connects to their role, performance, and career trajectory within the organization.

Stage 3: Appreciation Employees genuinely value their complete compensation and feel confident in the fairness and transparency of your rewards philosophy.

Stage 4: Activation Employees apply their knowledge to advocate for fairness, embrace digital tools, and actively contribute to shaping a culture of trust.

CompAware doesn’t happen by accident – it requires MorganHR’s strategic methodology and systematic implementation across all levels of your organization.

Beyond Traditional Training

While many organizations focus solely on manager training, CompAware recognizes that building trust around compensation requires a holistic approach:

Leadership Development Component:

Strategic rewards communication skills
Confidence-building for difficult conversations
Building fluency in modern rewards, equity, and AI-enabled pay practices.

Cultural Environment Creation:

Systematic transparency implementation
Trust-building processes and protocols
Scalable communication strategies for hybrid, global, and tech-enabled workforces.

Employee Engagement Elements:

Interactive rewards education
Personalized compensation storytelling
Ongoing dialogue and feedback mechanisms

This comprehensive trust-building solution ensures sustainable culture change, not just temporary skill improvement.

Quick Tips for Managers

Measurable Trust Transformation

Organizations implementing CompAware typically see a 40% improvement in employee understanding of total rewards — and are better prepared to integrate AI-driven insights into transparent pay practices.

CompAware builds future-ready leaders who can guide compensation conversations in a digital, hybrid, and AI-enabled world.

Navigating the Compensation Maze: A Leader's Guide

Navigating compensation discussions and decisions is a critical role of a leader.

Compensation discussions often feel complex and uncomfortable. This session gives leaders the tools to navigate them with clarity.

What’s in it for you? We’re here to demystify your organization’s compensation philosophy, policies, and structure. This program enhances transparency, gives leaders a common understanding of compensation terms, and turns difficult conversations into trust-building opportunities..

Impactful Pay and Performance Conversations

As leaders, we spend too much time talking about the % increase or the difference between meeting and exceeding expectations. Empower your leaders to foster transparent, engaging, and productive conversations around compensation. Effective leadership hinges on open, honest dialogue, particularly when addressing vital topics like performance and pay. This program equips managers with best-practice guidance to tackle common questions about company pay practices, inflation, current compensation, and salary adjustments. Designed to inspire managers to plan for each employee pay conversation, our program ensures they can facilitate transparent discussions leading to actionable next steps.

Shot of a group of businesspeople sitting together in a meeting

The Art of Intentional Feedback: Aligning Pay Discussions

Feedback needs to be part of everyday conversations! This program aims to equip managers with the skills and techniques needed to give intentional and actionable feedback to their employees. The program focuses on helping managers handle tough conversations effectively, deliver clear feedback on strengths and opportunities while addressing questions related to pay, and shift conversations toward employee development and goals. Managers will be introduced to the WRAP™ Feedback Model, a structured approach that helps them effectively plan and deliver critical feedback with clear, actionable next steps.

Unlocking Engagement: Shifting Pay Discussions with ENGAGE™

In today’s dynamic work environment, it’s crucial for leaders to ENGAGE™ in meaningful conversations with their employees regarding compensation and performance. Rather than simply “telling” employees about their pay, adopting a coaching approach can foster better understanding, improve employee engagement, and enhance overall performance.

This program is designed to equip leaders with the skills and mindset to guide the discussion from discovery to root cause, leaving employees confident they can follow up on the next steps. By asking questions, listening actively, and using a supportive framework, leaders can ENGAGE™ employees in discussions beyond surface-level conversations, understanding the employees’ perspectives and aspirations while building perspectives and keeping the discussion constructive and development-focused.

Shot of colleagues celebrating during a meeting in a modern office

Ready to build Workforce 2030 leaders who inspire trust in pay and rewards?

Talk to a Learning Specialist