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“For employees who do have the option to work remotely, they are being incentivized to move to certain locations where benefits are offered to those who relocate from out of state,” said Justin Sun, senior rewards manager at Expedia Group.

“Absolutely,” said Justin Sun, global compensation advisor at Expedia.

Along with these positives, fewer employees are also willing to take on the “additional cognitive load” of starting from the ground up, rebuilding credibility and learning new systems in a fresh position, said Justin Sun, senior rewards manager at Expedia Group.

IPPs and ISPs that allow employees to invest in a wide variety of assets across different regions and industries can mitigate the volatility that can come from investing in a single asset or market, according to Justin Sun, a compensation expert at Expedia Group.

Go Beyond Compensation While offering competitive base pay remains critical — especially in an era of pay transparency, in which employees can readily see if roles don’t make financial sense for them to pursue — it’s important to remember that non-monetary rewards are just as important, said Justin Sun, a global compensation advisor with ExpediaGroup.

“If employees see potential in the company’s growth, and if they’re motivated to see the company succeed, they will partake in the benefits of that success in the long term,” said Justin Sun, senior rewards manager for Expedia Group.

Unintended Consequences There’s a certain irony that can play out when the minimum wage is increased, said Justin Sun, a global compensation adviser at Expedia.

Justin Sun, global compensation advisor at Expedia, said AI has the potential to help organizations remove bias and standardize the criteria used to make decisions.