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Recalibrating Performance Management and Rewards A new ecosystem of performance management and rewards platforms has emerged, distinct from legacy HR technology vendors.

Gig work is a legitimate talent competitor for all levels and types of jobs today.

California is weighing a similar law, and the state’s Supreme Court ruled in August that third-party vendors can be liable if AI is used discriminatorily in hiring. ( Editor’s Note, 9/17/2025: Colorado, Illinois and New York City are leading efforts to regulate AI in HR by enacting laws to prevent algorithmic discrimination and require disclosures and audits for AI tools used in hiring and employment decisions.

That may mean decreased demand for retirement programs that offer matching funds, like the type created by the Secure Act 2.0.

Well-run recognition programs such as the type Ipsen envisions can bring an organization a cascade of positive outcomes on employee motivation and performance, noted Charles Cotton, senior performance and reward adviser to the London-based Chartered Institute of Personnel and Development.

While organizations have begun to include more types of compensation in their pay equity analyses , most organizations could improve their pay equity analysis by being more inclusive of all types of pay.

The column could be made more specific to note the type of plan: sales compensation, team award only or company bonus plan.

These include dental and vision insurance, vacation and sick leave, and paid holidays (see Table 2).

Other key findings include: Grants of restricted stock/restricted stock units remain high, offered by 54% of organizations compared to 56% in 2021 — and much higher than the 36% for 2015-2020.

This is down from the 2% general/COLA that was provided in 2023, which fell well below the 2.3% that organizations had projected from the year prior.