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According to Holloway, total rewards (TR) professionals can design reward programs that reinforce and accelerate skills development through both monetary and non-monetary strategies.

Remote Work Is Now a Mainstay The COVID-19 pandemic didn’t just accelerate digital transformation — it permanently reshaped the way organizations think about workforce design.

Recognize the Power of Recognition Recognition programs also can be game-changers.Yardley stated that when a rewards and recognition program is thoughtfully designed, it can not only improve employee trust but boost average employee performance by 11.1% .

Enderes added that TR professionals should take the lead in this effort by: ;Funding manager coaching;; ;Measuring coaching as a TR strategy metric;; ;Enabling manager coaching through the design of rewards communications and career development tools; and,; ;Explicitly tying employee experience — primarily shaped by their manager — to the organization’s TR philosophy.; “The bottom line: When we under-invest in managers as coaches, we’re not just creating a performance management problem; we’re creating a total rewards crisis,” she said.

The right partnerships can help organizations design solutions tailored to their specific workforce demographics, industry challenges and organizational culture.; The Path Forward The organizations that will thrive in 2026 and beyond are, in general, those treating employee well-being as a core business strategy, not an HR checkbox.

When developing employees for leadership roles, design programs that incorporate assessments of AQ, such as the following: ;Job rotations.

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COST-BENEFIT ANALYSIS According to the Congressional Research Service (2017), “An important and commonly performed type of regulatory analysis is a cost-benefit analysis (CBA) — a systematic examination, estimation and comparison of the economic costs and benefits resulting from the implementation of a new rule.”

A Different Work Landscape Shekar Nalle Pilli Venkateswara (NV), global leader, work, analysis & design practice leader at WTW, said people and organizations today have realized how feasible it is to work from home and they’ve gotten very used to it.

These professionals also must contend with the fact that their internal pay ranges often weren’t designed to be shared externally, pointed out Trusaic’s Greenfield.