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By participating, you will help uncover: How organizations develop salary benchmarks;Key trends in salary structure adjustments due to market rates, data management strategies, and the impact of artificial intelligence on organizational practices;The performance measures and metrics used to drive results; What you’ll gain Participants receive access to an Executive Summary and Analysis report PDF and infographic, making it easy to: Benchmark your salary practices against peers;Compare across industries and organization types (public, private, nonprofit, government);Explore emerging trends in workplace salary structures;Earn a 30% discount for any WorldatWork course (must be redeemed by 12/31/26, code will be sent to participants after survey close); Survey closes Friday, July 10, 2026 Take the Survey Take the Survey Browse Survey Questions Browse Glossary Definitions Thank

“It will give gig workers more information that they can use to decide what type of work they want to do, based on a full and transparent understanding of the pay and conditions provided,” Frost said.

Types of Workplace Recognition Workplace recognition comes in many forms, each customized for employee needs and preferences, Arora said.

(See the sidebar “Nonlinear Internal Mobility: Moving Around, Not Up or Sideways” on page 36.)

While most serial acquirers deploy the same Corp Dev teams across deal phases and types, the most acquisitive companies tend to prefer specialization, with dedicated teams focusing on due diligence and deal negotiation versus integration and harmonization, or focusing on acquisitions versus divestures and joint ventures.

Traditional job architectures are often inspired by or directly based on frameworks from compensation survey companies, categorizing work into defined “career streams” to distinguish between types of work and common career paths like “support,” “professional” or “management.”

Presenting this type of policy with crystal clear expectations and data can serve as a motivator for workers, said Sara Hillenmeyer, the vice president of AI and data science at compensation software and data company Payscale.

Rather than just a general story that the company is paying market-competitive rates, organizations should provide information on the type of peers they want to compare themselves with, as well as the underlying rationale.

As we shall now see, both types of intervention have a positive impact.

Employers can consider approaches such as concierge-type vendor solutions and lifestyle spending accounts, WTW’s Bade said.