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.; ;Train managers both on the policy itself and how to support workers as they get up to speed.; “It’s not just, ‘Flip a switch, go over to AI or you’ll start getting phased out,’” Deal said.

Then, she said to follow up by openly communicating any gaps that were uncovered and how they’re being addressed.

“If alcohol use declines among workers, it naturally can free up resources to address more social determinants of health — such as financial or domestic worries — that contribute to lower employee well-being,” she said.

., benefits) can be tweaked to free-up funds to allow for traditional promotional increases.; ;Explain the organization’s situation in the current economic condition and offer the employee the choice of accepting the quiet promotion.

“So, here’s what keeps [HR and total rewards professionals] up at night: With merit budgets this constrained, how are organizations supposed to meaningfully differentiate performance?

The negative perception among the public and employers also means people with the condition are less likely to speak up, according to Music, with just 2% of respondents strongly agreeing that their workplace had migraine-friendly policies — further highlighting the lack of institutional support for those affected.

Provide managers access to AI tools, and share prompts if they need them, Kamensky said — but corporate leaders and TR pros also should recognize AI adoption in performance management may develop as a grassroots, bottom-up initiative.

For HR and total rewards (TR) professionals, this highlights an opportunity for organizations to set up a system and culture that: ;Advances their workforce; and,; ;Encourages the kind of career development and acknowledgement that many employees seek.; Access a bonus Workspan Daily Plus+ article on this subject: ;How to Help Workers Convert Hands-On Experience into Education Credits; It’s About the Journey According to Erik Henry-Smetana, the managing director and operations leader of public-sector and higher-education compensation at risk management and consulting firm Gallagher, there is a difference between learning goals and performance goals.

.; ;Vague feedback , which also can show up in more female employees’ reviews than men’s.

I think how organizations talk about it, refusing to get caught up in how the media talks about it, is really important.”