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For example, sales can be weighted 60% and profit weighted 40% in the matrix.

Fewer than a third of Gen X and baby boomer employees expressed a similar willingness to change jobs.

According to recent studies, 81% of Gen Z workers, 75% of millennials and nearly half of those in Gen X expect employers to be transparent about compensation.

Some of the more unusual benefits identified by Preply was baby milk shipping for new parents, offered at employers like X (formerly Twitter) and Johnson & Johnson, and Google’s “baby bonding bucks,” which is a monthly stipend for new parents to spend on items like meal delivery or cleaning services (see graphic below).

Eighty percent of leaders formally solicit seller feedback (compared to 60% within the broader market), incorporating the voice of the employee into decisions around training, sales management and diversity, equity and inclusion (DEI) programs.

The most common non-financial metrics are ESG (80% of companies) and individual performance (60% of companies).

Recent proxy disclosures gathered by Main Data Group Inc. suggest that more than 60% of publicly traded companies use compensation peer groups for benchmarking purposes.

Similar research from beqom supported this notion, as it found that 79% of the employees it surveyed were more likely to apply to jobs that included salary ranges in the posting and 60% would consider leaving their current job for increased pay transparency.

A recent study conducted by WorldatWork and SalesGlobe, for example, found that, across industries, 60% of employees are currently working remotely on average, and 77% of organizations will make remote-work policies more flexible after the pandemic.

The response from employees was swift: Within two months, 60% had used the company’s ITM and 80% had recommended it to colleagues.