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Few respondents indicated that they represented education (4%) or public service/defense industries (4%).

., where we work); 2) the time (i.e., when we work); 3) the collaboration (i.e., how we work); 4) the nature of tasks and responsibilities (i.e., what we work on); 5) the career paths (i.e., how we understand our careers); and (6) the workforce (i.e., who works).

Essential 2: A clear link to financial and strategic outcomes.

Figure 2 shows how the pay gap breaks down for four hypothetical companies, each based on an actual case.

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An example of roles and typical measure options at this stage might include: 1) Strategic resources Select new partner recruitment;Revenue/growth of select strategic partnerships;Revenue/growth targets for partner program; 2) Execution resources Revenue/growth for patch of partners;Partner retention rate; 3) Specialist resources Partner credential targets (e.g., number of certified professionals within partner organization);Expansion of select partner capabilities (upsell/cross-sell);End customer satisfaction scores; Stage 4: Renewal and Transformation As the market and partner program evolves, compensation might need to be adapted to encourage channel managers to innovate and transform the program.

.; 2.

From the epicenter in Florida, the latest Category 4 hurricane’s presence was felt across the Southeast and up the eastern seaboard.

Pay increase budgets are moderating, with only 4% of companies expecting to fund pay increase budgets above 6% (down from 27% of companies in 2023).

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