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., a graphic designer who occasionally drives across town to pick up color proofs, an HR generalist who moves heavy boxes of decorations for the annual picnic).

Although this program is often thought of as an incentive for productivity improvement, it is designed to encourage and facilitate innovation among employees at all levels in the organization.

By design, ERGs and affinity groups are company sanctioned, yet they are entirely employee led.

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Once skill gaps are identified, Martin said employers should design and implement targeted training programs to enhance employees’ skills.

Organizations that are mature in this area are harnessing vast swaths of data to get smart about decision-making, clearly communicating the value of their offerings and philosophies, and designing robust and efficient strategies engineered to drive value.

However, as salary levels decrease, geography often drives the setting of competitive pay rates enough to warrant building them into not only a compensation strategy and philosophy but also adding “geographic salary differentials” into the design and delivery of pay programs.

These benefits aren’t just designed to achieve work-life balance, but rather a “life-work tilt.”

While organizations are working to redesign their benefits programs to be more appealing and personalized, the plan design must include a wider variety of options that appeal to, and are made available to, all types of workers.

.; One of the most emotional areas of incentive design involves properly setting target pay levels according to the market.