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Rewarding Megadeals In January 2025, HPE announced it had struck a deal worth more than $1 billion to provide social media platform X with servers optimized for artificial intelligence (AI) work.

Millennials (ages 28-43) and Gen X (ages 44-59) are in the middle, with 31% and 33%, respectively, preferring fully remote options.

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Also, 10% of organizations offered paid sabbaticals, which is up slightly from the 8% that offered it in 2016.

Despite these substantial investments, employee engagement has fallen to 31%, its lowest level in a decade, with 8 million fewer engaged workers since 2020, 4 and voluntary quits hold steady at roughly 3.2 million per month. 5 This incurs significant costs, as unengaged employees account for approximately $1.9 trillion in lost productivity nationally, 6-7 with the cost of replacing an individual employee ranging from a staggering 0.5x - 2x the employee’s salary. 8-9 Taken together, these patterns highlight a significant opportunity to rethink rewards through a more intentional, human-centered approach one that elevates the employee value proposition across the career lifecycle and recognizes that the beliefs that individuals have about their work (for example, whether they find it meaningful, feel they matter, and see growth opportunities; see Figure 1 ) determine whether those rewards translate into optimal business outcomes.

This increased by more than 8% to 9.42% in 2018.

Most companies (77%) expect to fund bonus pools at between 75% and 125% of target bonus, and only 8% expected funding lower than 75% of target.

In their head, if they show up and they expect X and we offer them half of X, they’re already thinking, “Does this company respect me?

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