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

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).

.; 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.

Programs are frequently one-size-fits-all, lacking personalization or relevance to diverse employee demographics, life stages and job types.

More than half (57%) of organizations have metrics in place to measure DEI results, with another 36% saying their companies are considering or evaluating the use of DEI metrics.

Over one-third of companies (36%) are disclosing individual pay ranges to employees, but an even larger number (46%) are planning or considering doing so in the future.

Amid all that, they’re also judging vendor fatigue, which global benefits teams are now facing.

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

.; ;Despite workplace perceptions, 36% of millennials and 35% of Gen Z aspire to become managers.; “The perception that younger workers lack ambition is misleading.

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.