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“It’s a challenge we see at employers – finding the right talent, and the right types of talent, to get the job done,” said Mark Smrecek, WTW senior director, retirement.

Read Bio John Rubino President of Rubino Consulting Services CCP, CBP, GRP Read Bio Kathryn Kessel Senior Vice President, Executive & Global Compensation, MetLife CCP, CECP Read Bio LaMont Smith Director of Human Resources at The Church of Jesus Christ of Latter-day Saints CCP, GRP, CBP Read Bio Liz Mayo Compensation Consultant & Non Profit Enthusiast CCP, GRP, MBA Read Bio Lori Wisper Managing Director | WTW

WTW’s Global Executive Compensation Analysis Team (GECAT) reviewed five years of pay history among 42 CEOs who retired from S&P 500 companies in the past five years.

And while a layoff may be “necessary and appropriate” at an organization, it’s nonetheless important to treat people with dignity and respect throughout the process, wrote John Bremen, chief strategy, innovation and acceleration officer at WTW, in a recent piece for Forbes .

Taylor, the senior director for employee spending accounts at WTW.

Seeking a ‘Clear Link’ While many organizations may strive to link pay and performance, there may be program flaws and biases that limit the ability to truly pay and promote based on performance, said Lesli Jennings, North America leader, work, rewards & careers at WTW.

Taking a Wider View at Trends WorldatWork’s 2025 U.S. salary increase budget projection displayed similar vantage points to projections released recently by WTW and Payscale .

Source: WTW 2022 Global Benefits Attitudes Survey As you look to invest in employee growth, think hard about what career progression in your organization looks like, and recognize that many employees place value on acquiring diverse skills and experiences rather than a traditional climb-the-ladder growth model.

“Ghost networks create a false sense of availability,” said Erin Terkoski Young, the director of health, equity and well-being at WTW.

.; ;WTW (Dec. 18): 3.7% salary increase budgets for 2025; 3.8% average increase budget in 2024.; The latest figures from Mercer reflect a decline from November 2024 projections , where U.S. employers anticipated 3.3% for merit increases and 3.7% for total increases for non-unionized employees.