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Previous reports and 2025 projections included: ;WorldatWork: 3.8% mean U.S. salary increase budgets;The Conference Board: 3.9% average U.S. salary increase budgets;WTW: 3.9% median U.S. salary increases;Payscale: 3.5% average U.S. salary increases; ; “Salary increases are strongly influenced by labor supply and demand,” said Alicia Scott-Wears, a compensation content director at WorldatWork.

WTW’s U.S.

“Companies set pay rates for jobs and then apply people to those pay rates,” said Lori Wisper, WTW’s managing director, work and rewards.

Contingent rewards (“grants”) are the largest share of today’s executive compensation, accounting for more than 80% of executives’ total (target) compensation in 2021 (WTW 2021).

The participating exec comp thought leaders are: Doug Friske – Managing director, WTW, an HR and executive compensation consulting business;Shane Meredith, CECP – Vice president, Total Rewards & Coworker Experience, CDW, a provider of technology products and services;Michael Perloff – Managing Director, Global Head of Total Rewards, Apollo Global Management, an alternative asset management and retirement solutions company;Renee Rudoph, CECP – Vice President, Total Rewards, General Mills, a multinational manufacturer and marketer of consumer foods;Athar Siddiqee, CCP, GRP – Vice President, Total Rewards, Micron Technology Inc., producer of computer memory and computer data storage; Here are some of the highlights of that discussion: WORLDATWORK: There is an ongoing debate about discretionary and formulaic executive compensation plans.

Interest in part-time work has been gradually increasing over the past quarter century due to a number of factors relating to preferences in work styles, availability of more flexible work arrangements and schedules, the advent of the gig economy, and changing demographics, said John Bremen, managing director and chief strategy, innovation and acceleration officer at WTW.

And whenever “pain points” develop around areas such as pay, benefits, or work environment, there’s always the risk of union activity, said Lori Wisper, managing director at WTW.

“It’s an opportunity for employees to gain access to new experiences, to access managers or leaders they haven’t had a chance to meet and to experience new job content,” said John Bremen, chief strategy, innovation and acceleration officer at WTW.

“Time away should be celebrated by leadership if a company expects to foster a culture that encourages employees to take vacation,” said Alex Henry, North American group benefits leader at WTW.

Kate Colberg, North America risk advisory lead for Alert:24, WTW’s security risk advisory and crisis support practice, urged businesses to see the new California legislation as an opportunity.