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

Re-Examine Your Pay Ranges; To Offer or Not to Offer Compensation professionals exploring this question — and ways to keep lump-sum merit replacements equitable — in a WorldatWork Engage forum post shared various insights: ;“We move our ranges every year, say 2%, so even an employee who was at the top of the range will get a 2% base pay increase,” said Ken McLean, a senior compensation analyst at Newport News, Va.

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This will require a sound understanding of the characteristics of the various types of rewards programs, what type of work and worker they best fit and how they can be administered effectively.

In fact, the manager-employee relationship is a top influencer of job satisfaction, accounting for up to 70% variance in engagement levels.

.; ;70% of organizations offer relocation upon employer request while 19% of organizations offer relocation upon employee request.; ;74% of organizations offer civic duty pay (e.g., voting, jury duty beyond any legal requirements) while 47% of organizations offer unpaid civic duty leave (e.g., voting, jury duty).;

This suggests that solutions should focus more on how nontraditional workers are paid and less on the type of work performed (freelancer, sole proprietor or other type).

Most large employers are requiring an ROI of at least 2:1 or 3:1 for each health management program offering.

This follows an August 2022 article , which explained WTW’s findings based on publicly disclosed initial public offering data reported by PE-backed portfolio companies. ( Editor’s Note, 9/17/2025: Long-term incentives [LTIs] are a type of deferred compensation that rewards employees for achieving performance goals over an extended period, typically more than one year, to encourage employee retention, motivate long-term commitment and align their financial interests with the organization’s long-term success.

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