Workspan Daily News Bytes for Nov. 7, 2025

U.S. Employers Are Sweating, Prioritizing Employee Retention

How important has employee retention become? Gallagher’s 2025 U.S. Talent Benchmarks Report puts it as organizations’ second-highest operational priority, behind only growing revenue or sales.

Forty-two percent of the more than 4,000 U.S. employers that participated in the consulting firm’s study during the first half of 2025 put retention as the top priority, compared to 51% for revenue/sales growth. Maintaining/decreasing overall operating costs was third, at 39%. Fifty-nine percent of respondents put retention as their No. 1 HR priority.

The study, which encompassed a wide swath of employer industries, sizes and regions, showed 65% of survey respondents experienced turnover rates of 10% or more in 2024 — and 47% had rates that were at or above 15%. More than 1 in 4 respondents (28%) said their turnover was higher than they anticipated.

“We’re seeing a fundamental shift in what employees value — and it’s forcing organizations to rethink just about everything so they can keep their talent,” said John Tournet, the U.S. CEO of Gallagher’s Benefits and HR Consulting Division.

The study identified five critical factors toward building employee trust … and retention:

1. Employee confidence in their ability to be successful in their role
2. Employer-provided career growth pathways
3. Employer appreciation for employees’ work effort and contributions
4. Employee trust and confidence in senior leadership
5. Organization’s ability to adapt to the changing economic environment

According to Tournet, organizations that fail to adapt “will find themselves in a constant cycle of attrition and recovery, which is no way to compete and grow.”

Follow the Money: What Industries, Jobs Have Highest Wage Growth?

Paycale’s 2025 Pay Trends Report, released Oct. 28, listed the industries and jobs that are currently hottest for wage growth. The compensation firm’s results, derived from its employer-reported salary data network, reflect the current state of labor shortages, business demand and work/workplace evolution.

Of note for the total rewards crowd, compensation and benefits manager ranked No. 6 in the list of top jobs for wage growth with an annual 6.4% increase.

The top 10 industries for average annual wage growth are:

The top 10 jobs for average annual wage growth are:

“The roles driving the fastest wage growth aren’t just jobs — they’re mission-critical positions at the crossroads of strategy, operations and risk,” said Ruth Thomas, Payscale’s chief compensation strategist. “When talent is scarce and stakes are high, employers are willing to pay a premium for employees who can deliver impact in complex, fast-changing environments.”

Financial Services Sector ‘Bullish’ on Year-End Incentives

Year-end incentives (cash bonuses and equity awards) are projected to increase for most financial services industry professionals amid strong revenue growth, stock market appreciation and improved business performance, according to a compensation report released Wednesday, Nov. 5, by consulting firm Johnson Associates Inc.

Calling the compensation picture “bullish,” Johnson Associates managing director Alan Johnson stated, “The financial services industry has rebounded from a dismal first quarter and is on track to finish 2025 strongly despite continued geopolitical uncertainties and tariffs. As a result, virtually every sector in the industry is projected to reward professionals with larger bonuses for the second straight year.”

The table below provides the report’s projections by business area.

Looking ahead to 2026, Johnson cited industry caution resulting from a slowing global economy, elevated market valuations and heightened credit risk. He said this should result in challenges and opportunities for the HR function and its total rewards professionals.

“As artificial intelligence [AI] continues to redefine operating models, workforce structures are expected to contract, evolve and reorient around new efficiencies,” he said. “Demand for talent is likely to remain resilient in select segments, particularly within private wealth, where top producers will continue to command premium compensation. Firms seeking growth beyond their core offerings will need customized but adaptive compensation strategies designed to attract and retain specialized talent. Human resources functions will be central to this evolution, calibrating differentiated pay structures and guiding compensation programs that sustain competitiveness as the industry evolves.”

Study Points Out Issues with Menopause Benefit Awareness, Access

A study conducted by research firm Ipsos, and released Oct. 3 by fertility services company Carrot and nutrition supplements company OLLY, provides some interesting takes on employer-provided menopause benefits.

Based on a survey of 3,000 U.S. working women between the ages of 35 and 54, “The Menopause Report: 2025 Statistics and Trends” found:

• Only 11% of respondents were aware of formal menopause benefits available through their employer;
• 64% said such benefits are non-existent through their employer;
• 78% of those with access to related benefits said these offerings positively impact their perception of their employer; and,
• 23% of those without access said a lack of these offerings negatively impacts their perception of their employer.

The top three menopause support options sought by respondents included:

• Health insurance coverage for treatment (51%)
• Flexible scheduling (38%)
• Temperature-controlled workspaces (34%)

The report recommends that employers consider those as part of a multifaceted approach that incorporates educational resources, empathy training, health benefits, reasonable accommodations and increased access to effective care.

Figures and Facts of the Week

Here’s a smattering of recent statistics covering the world of work:

• 10: The percentage of surveyed HR and learning and development leaders who feel “fully” confident that their organization’s employees have the right skills to meet daily business demands over the next year or two, according to the results of Skillsoft’s Global Skills Intelligence Survey.
• 24: The percentage of surveyed U.S. employers that provide mental health training for managers, leaders or HR, according to Gallagher’s 2025 U.S. Talent Benchmarks Report.
• 62: The percentage of polled workers who said they don’t have stable, predictable or controllable work schedules, which may increase stress and reduce engagement, according to the American Job Quality Study, conducted by Gallup.
• 88: The percentage of surveyed HR leaders who say their organization has not yet realized significant business value from AI tools, according to Gartner research.

Editor’s Note: Additional Content

For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics:

• Employee Benefits
• Employee Compensation
• Employee Experience
• Total Rewards
• Well-Being
• Workforce Engagement