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Market competitiveness of TR offerings ranked second in the new study, one position lower than in 2025.

Designed as an integrated package, the interactive lessons in this series build on one another, providing a robust foundation in pay equity practices.

.; The CHRO Mandate Is Changing One of the strongest discussion themes was the transformation of the CHRO role itself.

“You need to find a way to work together and not against one another.

Offering more and a wider range of tangible as well as intangible rewards is one of the strategies employed by high-performing organizations to differentiate themselves and attract the best talent (Greene 2014).

.; An indexed LTIP design is about: ;Moving beyond fixed target-setting practices and embracing a more resilient, data-driven indexing approach;; ;Creating compensation systems that generally motivate in any market cycle; and,; ;Building a stronger, more resilient connection between pay and performance, aligning the entire team with one another and against the competition.; Check out the rest of Workspan Magazine’s April-May 2026 issue: Eye-Opener: Don’t Hit the Snooze Button on Culture;Roused and Recharged: How to Boost the Power of a Culture Audit;Motivation Can’t Be Bought: Rethinking the Employee Experience;Giving ‘Co’ a Go: Gensler Extends Joint-Leadership Model to CHRO Role;Are Your Job Descriptions a Misaligned Mess?

Employees must be immersed in your culture as soon as day one or earlier if possible.

“I’m delighted to know I have the option to leave,” one of them said.

One option: While DEI and environmental metrics currently are considered on their own, companies can consider combining them with other non-financial measures. 

“Indeed, the recent run of labor market data generally points in one direction: strength.”