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This includes using grades and surveys, creating structures and salary ranges, managing salary increases, perhaps suggesting new ideas, all by inputting some simple prompts and numeric data — it will all depend on what we will previously feed into the tool’s open-source databases, so that the machine learns.

Keep the compensation structure simple and easy to understand.

This simple statement is about how to hire and keep employees, but to make it real, it’s about setting competitive pay levels for jobs and then applying those job-driven pay levels to specific employees. • Organizations must define their competitive labor markets in order to turn a competitive pay philosophy into reality.

However, it’s not as simple as lumping all management jobs, for instance, into one remote pay strategy.

In practice, these kinds of updated approaches to fostering engagement rely on open lines of communication, cultures that emphasize outcomes over simple productivity numbers alone and effective technology.

“Using claims data or a survey data set of employees to understand why this gender differential exists,” she added, “is a ‘simple’ but very tangible, effort that employers can make to move towards a more equitable health benefit package.”

Businesses need to train managers to recognize and address workers' mental health needs, but also train employees to recognize those needs in themselves — and then provide them a simple and accessible path to get help early with an “easier on-ramp.”

Employers have various reasons for bringing workers back to the office, but getting all workers on board is far from a simple task.

It's the simple things like inviting each other to a step challenge or setting up some healthy habits.

Today, getting a real-time, accurate view of how your employees are paid can be as simple as buying an add-on for an existing HR system f o r a r e l a t i v e l y s m all c o s t .