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Keep the compensation structure simple and easy to understand.

It is simple to design, but this approach can build an entitlement culture where there’s little or no motivation to achieve peak performance.

This support can take the form of formal policies and programs, informal flexibility, or the simple act of listening with empathy.

It may sound simple enough.

Burke: I’ll keep it simple here and just focus on one, which is proximity to the work.

Frankly, it’s usually not that simple.

Under the SECURE 2.0 Act , employers can match employees’ student loan repayments with a contribution to the 401(k), 403(b), governmental 457(b) plan or Savings Incentive Match Plan for Employees individual retirement account (SIMPLE IRA), helping employees save for retirement while paying down their debt.; ;Employee choice programs.

For older adults who are less comfortable with technology, many financial advisors now provide app-based client portals with simple dashboards.

A more efficient recognition strategy also means paring costs, and mature rewards functions emphasize nonmonetary offerings like growth opportunities, flexible work arrangements and even simple thank-yous — methods that often see as much value as monetary rewards across the workforce.

These might include: ;Decision fatigue (increasing difficulty making simple decisions);; ;Procrastination (avoiding one-on-ones or difficult conversations due to low emotional bandwidth);; ;Irritability (frustration and overreaction to minor mistakes or changes);; ;Isolation (avoiding peers or mentors because you’re struggling and feel they won’t understand or view you with empathy);; ;Neglecting self-care (e.g., lack of sleep, skipping meals, stopping exercise or hobbies); and,; ;Physical flags (e.g., tension headaches, teeth clenching, persistent fatigue [while mentally unable to rest] or frequent illness).;; Consider highlighting employee assistance program (EAP) resources specifically for managers that focus on these topics and more.