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Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Career Growth; ;Employee Benefits; ;Employee Experience; ;Employee Recognition; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

For WorldatWork Members Considerations to Manage the Costs of GLP-1 Coverage , Workspan Daily Plus+ article;Total Rewards Inventory of Programs & Practices , research;Total Rewards Inventory Checklist , tool;Five Emerging Workplace Trends Affecting the Employee Experience , Journal of Total Rewards article; The decision to cover glucagon-like peptide-1 (GLP-1) drugs, such as Ozempic and Wegovy, on a group health plan is a complex one.

For WorldatWork Members Getting Benefits Enrollment Right: Big Trends Spark Fresh Strategies , Workspan Magazine article;Total Rewards Inventory Checklist , tool;Total Rewards Inventory of Programs & Practices , research; More than half of workers end up regretting their open enrollment decisions, according to a recent survey from financial services firm Equitable, leading to dissatisfaction, health and financial challenges, reduced productivity, and a weakened employee value proposition .

Experts point out key elements, such control over a worker’s schedule and the degree to which the worker’s business is central to that of the employer.

I've posted before about the importance of grounding incentive design in value creation.Markey makes the same point here: Without a confirmed link between your selected incentive metrics and business outcomes, your incentive system won't last long.

To address these key points, you need to understand that sales compensation analysis starts with three main views: The overall financial picture of how the plan is functioning or its costs, including how much the salesforce is earning, and what return the company gets on that investment.

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“Employers reported their total 2022 base pay increase budgets at 3.8%, but our data showed a 6.7% increase in base pay for hourly employees staying in the same job at the same organization from 2021 to 2022.

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Leisure and hospitality contributed 40,000 to the total, while social assistance increased by 21,000 and construction added 17,000.