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“However, more significant increases at smaller companies, privately held companies and those previously paying in the lower quartile suggest action is necessary to remain competitive in order to attract and retain qualified directors,” she said.

Effectively reaching every member of a multigenerational workforce is a tall order, so she recommended using tools that are readily available.

More structured hierarchical cultures may instead emphasize control and consistency by offering formalized benefit plans and discouraging managers from offering some types of i-deals (e.g., exceptions to performance expectations for undeserving or underperforming employees) in order to avoid negative co-worker reactions (e.g., Abdusalam et al, in press; Garg and Fulmer 2017).

The law’s opponents, however, say it will raise consumer costs, is not necessary and will create a “fractured economy” with different regulations for different types of restaurants, according to AP News.

The top request from employees related to improving compensation is having more types of rewards and the opportunity to personalize their rewards packages, according to Mercer's 2024 Global Talent Trends study.

“There’s so much transactional work that needs to be done, and needs to be done well, that CHROs need to rely on their teams in order to do that.”

It can deliver critical insights regarding where an employer can potentially spend less, in order to re-invest in the areas that matter most to key employee groups.

“Important details to cover include whether pharmacy benefits are part of the medical plan or carved out; which pharmacies are in network; generic vs. brand-name pricing; and whether mail order is available, or mandatory, for any prescriptions.”

.; ;36% agree their high-potential assessment process is effective.; Additional research from consulting firm DDI found only 20% of organizations have a strong leadership bench.

The top contributors to burnout include: Overworked (76%);Poor management (47%);Lack of recognition (41%);Unclear expectations (36%);Job insecurity (21%); The biggest workplace issues that would cause Gen Z workers to resign include: Overall toxic culture (64%);Poor work-life balance (63%);Lack of pay raises (57%);No career growth opportunities (47%);Lack of diversity or inclusion (27%);Lack of alignment with company’s values/politics (22%);Being forced to return to the office full-time (15%); Meanwhile, the perks Gen Z workers value the most include: Work-from-anywhere or remote work-abroad programs (48%);Four-day workweek (46%);Mental health resources or allotted mental health days (41%);Unlimited paid time off (32%);Student loan assistance (23%);Professional development budget (22%);Pet-friendly office or pet insurance (10%); Figures and Facts of the Week 78,557: The number of tech employees who have been laid off worldwide since January 2026, according to data analyzed by international