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While culture is certainly an organizational imperative, most employers intrigued by this model will need to take a brass-tacks approach by examining their compensation strategy as well as staying ahead of potential compliance hurdles.

Here’s What the Research Says;Executive Decisions: The Impacts (and Incentives) of a Co-CEO Model; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Employee Experience; ;People Analytics; ;Total Rewards; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Global Employers for EU Pay Transparency , Workspan Daily Plus+ article;Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions , Workspan Daily Plus+ article; For Everyone WorldatWork: 2026 Salary Increase Budgets Project U.S., Global Caution , Workspan Daily article;Global Healthcare Costs Projected to Rise More Than 10% in 2026 , Workspan Daily article;Charting the Changes: 2026 Benefit Plan Limitations , Workspan Daily article;2025-2026 Salary Budget Survey , research; Artificial intelligence (AI), agility and culture are top of mind for HR executives as they look ahead to 2026.

Of course, all of these are very important in theory but not always helpful in practice when you’re designing career frameworks, skills or competency pathways , or debating pay progression and reward models.

;The model is applied to the rest of the historical data to see if the model accurately predicts what actually happened.

Established countries with many resources likely will specialize their jobs to drive more efficient and effective go-to-market (GTM) models.

When Simple Stops Working Flat commission plans work effectively for many early stage businesses and some sales models.

The report also highlights a startling comprehension gap: fewer than 1 in 3 executives fully understand their benefits.

.; A federally proposed $20,000-plus increase in salaried workers’ eligibility for overtime — to $55,068 annual salary — has businesses facing the possibility of increased labor costs while rethinking their business model and staffing levels.

Based on this, he said, 85% of employers are interested in exploring innovative benefit models such as dynamic copayment plans or reference-based pricing.