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.; In the United States, 17.3 million Americans, 11% of the workforce, identify as digital nomads — traditional jobholders and independent workers — an increase of 2% from 2022, according to a August 2023 report from MBO Partners.

Step 2: Gather Data Relative data must be collected and validated.

The HR software company analyzed payroll data from more than 400,000 U.S. businesses and found: ;End-of-year bonuses in 2024 averaged $2,503 — 2% higher than in 2023.; ;Communications industries — the highest-performing S&P 500 sector in 2024 — had the biggest leap by far, paying out 22% higher bonuses year-over-year.; ;Increases in other industries (10% in real estate, 9% in entertainment and recreation, and 8% in retail) also reflect a strong 2024 for those sectors and business owners’ optimism.; ;Bonus amounts in some service industries were down, including personal services (down 10%) and tourism and accommodations (down 7%), potentially signaling a cooling of wage growth for service workers after several years of post-pandemic wage increases.; ;The transportation and warehousing industries also saw a 10% decrease in bonus amounts, following a downturn in freight rates, demand and revenues.; “Instead of spreading bonuses more evenly, companies may be concentrating

Types of Gig Work A wide range of work is performed in the gig economy.

Telework has compelled corporations to deal with empty office spaces, requiring them to reduce headcount for certain types of work.

The report found poor work well-being leads to: ;Reduced time/energy for personal interests (50%); ;Decreased mental health (45%); ;Difficulty sleeping (45%); ;Increased stress in personal relationships (41%); Workplace Culture Evolves According to Smolensky, work-related well-being starts at the top.

For long-term incentive plans, a mix of financial and non-financial metrics isn’t as prevalent, with only 30% of companies using both types of metrics (Figure 2).

The award will convert to an equivalent award in, let’s call it “NewCo,” and continue to vest. 2.

There was a six-percentage point increase from 2021 for organizations using a single pay structure where pay is not differentiated by geographic areas. 45% of organizations apply pay differentials as a premium or discount to either a baseline/single pay structure or individual pay, and 24% create separate base pay structures for each/different geographic location.

Developing this type of strategic peer group lends itself to an iterative two-step approach: Identify potential peer companies that meet specific selection criteria.