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For WorldatWork Members Around the Globe, December 2025-January 2026 , Workspan Magazine article;India Launches $11 Billion Incentive Compensation Plan to Create Jobs , Workspan Magazine article;The Next 70 , Workspan Magazine article; For Everyone How New Labor Codes in India Will Reshape Total Rewards Strategies , Workspan Daily article;WorldatWork India Conference Provided Views into Total Rewards’ Future , Workspan Daily article;Geographic Pay Strategies , course;Business Acumen and Communication Strategies in Total Rewards , course; A compensation committee reviews its annual rewards proposal ahead of the new financial year.

And this engagement gap flows down to their teams —another Gallup study reported that managers’ own engagement, effectiveness and natural talents account for at least 70% of the variance in team-level engagement.

.; Survey participants said the following life events should have dedicated PTO: ;Mental health crisis (70%); ;Miscarriage or pregnancy loss (65%); ;Medical diagnosis for self (59%); ;Unexpected childcare crisis (52%); ;Medical diagnosis for a close family member or friend (47%); ;Death of a pet (32%); ;Divorce or romantic breakup (25%); Figures and Facts of the Week ;31,000: The number of federal employees who applied for retirement in February, according to data from the U.S.

At the same time, part-time work schedules at 70% in 2022 remain below the pre-pandemic average of 74%, while compressed workweeks, offered by an average of 41% of organizations in pre-pandemic years, were only found in 32% of organizations in 2022.

Morbidity and Mortality Weekly Report 70(13): 490.

For this latest edition of Tech Drive, we look at two very different yet successful global compensation providers — ADP, which brings to the table a 70-year history along with its reputation as one of the largest entities of its kind, and Globalization Partners, which launched in 2012 and today is among the leading global platforms for small-to-medium employers who have or want an international workforce presence.

.;; ;When forced to prioritize, employees rank pay (70%), flexibility (60%), benefits (40%), and meaningful work (36%) as the top factors in their decision to stay; meaningful work emerges as the differentiator once baseline expectations for pay and flexibility are met.; The Employee – Manager Perception Gap ;Managers correctly identify competitive pay as the top retention driver for their employees but misjudge the rewards components.

This may be why the report saw an overwhelming majority of workers (70%) preferring a higher base salary over a lower one with more potential bonuses.

Additionally, in what appears to be an acknowledgment of increased public interest in diversity and representation, the gender landscape has shifted from 76% male/24% female in 2018 to 70% male/30% female in 2022.

., 70% base, 30% incentive).