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That speed includes the pivots we must make across our organizations to respond to such levels of evolution — as well as to reskill and retain the people on our teams who help steer and helm our organizations through such rapid and persistent change.

In “Pivot on Pay,” Allison Hoeinghaus and Ryan Wells examine the difficulties that an unpredictable business environment — like the one companies have operated in for the past two-plus years — can create in terms of incentivizing and retaining crucial workers.

“A one-and-done pay equity analysis methodology is dead,” Colacurcio said, suggesting that organizations pivot to a quarterly analysis to ensure they remain vigilant in paying equitably.

You look then at everything that happened — 2020, 2021 — and the way organizations pivoted and showed more agility from a total rewards perspective.

Her specialization is in the pivotal growth phase of startups, where she translates strategic people initiatives into a powerful employee experience.

“We should be able to offer people really cool, exciting career pivots,” he said.

Prepare to Pivot Overall, organizations should pivot their rewards strategies in real time to reflect shifting market conditions and evolving employee needs, Cantrell said.

“We are experiencing a pivotal shift in the way that work is performed,” Bailey said.

Your investigation into these free benefits and communication of their availability and where to get more information could be pivotal in the lives of these employees.