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It’s also vital to meet workforce demand for flexibility, which means having open discussions about internal mobility and providing flexible benefits.

Elevate manager capability, embed skills-based talent, emphasize recognition (particularly for Gen Z), and lean into AI-driven resilience and mobility.; ;Overarching rewards.

For WorldatWork Members High Potential: The Power of Job Rotation, Shadowing and Stretch Goals , Workspan Daily Plus+ article;How to Leverage Skills Testing for Total Rewards Success , Workspan Daily Plus+ article;Career Curation: How Total Rewards Can Drive Skills Portfolio Building , Workspan Daily Plus+ article;From Jobs to Skills to Outcomes: Leading the Evolution in Total Rewards , Workspan Magazine article;Internal Mobility Keeps Employees from Moving On , Workspan Magazine article; For Everyone How Do You Elevate Workers Who Don’t Want to Climb the Ladder?

Having a bring your own device (BYOD) policy or making resources available through easily accessible mobile devices on the floor can boost equity and inclusion.

If applicable, tap into global mobility resources whose relocation/housing services, programs and tools help employees temporarily work internationally.; ;Expand mental health benefits and/or arrange online counseling to help workers cope with disaster-related stress and trauma.; ;Promote EAP resources that may be part of a core response package.; ;Promote any benefit concierge services to help align needed offerings or determine benefits that can help.; ;Be clear on retirement hardship withdrawal provisions and make the process as easy as possible for benefit-targeted employees.; Emergency Benefits Additionally, benefits leaders can cultivate strong relationships with supplier partners to understand their disaster response capabilities, said Scott-Wears, and, where possible, establish agreements for expedited support services.

In the case of Employee A, the departure of a colleague — in combination with workload and mobility issues — is a major contributing factor to resignation risk.

Use AI-driven tools to support internal mobility , helping employees move into new roles as jobs evolve.; ;Transparency.

Greater transparency and mobility have increased scrutiny of pay equity, differentiation and fairness.; In this context, rewards models that rely on broad-based increases and standardized programs struggle to explain why certain roles, skills or contributions warrant higher investment.

For WorldatWork Members Skills-Based Mentoring: An Efficient Way to Build Skills , Workspan Daily Plus+ article;Career Curation: How Total Rewards Can Drive Skills Portfolio Building , Workspan Daily Plus+ article;A Step-by-Step Guide to One Skills-Based Org Lever TR Can Pull , Workspan Daily Plus+ article;Caught in the Middle: Addressing the Manager Burnout Paradox , Workspan Daily Plus+ article;Internal Mobility Keeps Employees from Moving On , Workspan Magazine article; For Everyone Organizations Are on the Skills Bandwagon; How TR Can Drive It , Workspan Daily article;The Rise of Skills-Based Rewards, and What You Must Do About It , Workspan Daily article;Leadership, Training Should Be at the Center of AI Transformation , Workspan Daily article;When Mental Health Becomes Part of the Manager Job Description , Workspan Daily article;Why Workforce Intelligence Is Key to Smarter Talent Planning , Workspan Daily article; A high performer doesn’t automatically

These examples underline that geopolitics and inflation are deeply intertwined, influencing employer costs, talent mobility and employee expectations.