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A set of managerial interventions have been swiftly undertaken to help keep businesses viable and employees healthy, productive and engaged.

This simple statement is about how to hire and keep employees, but to make it real, it’s about setting competitive pay levels for jobs and then applying those job-driven pay levels to specific employees. • Organizations must define their competitive labor markets in order to turn a competitive pay philosophy into reality.

This involves setting up systems based on clarified principles and strategies around: What “pay equity” actually means and setting up rewards processes that guide and sustain equitable pay decisions.

Target-Setting That Fuels Cumulative Improvement As discussed earlier, annual performance targets are often set during budget negotiations where “sandbagging” and gaming have become an art form.

Gain Specialized, In-Demand Expertise Earning the CCP sets you apart in the employee rewards community as a compensation leader.

However, there are important nuances within each law, including those set to go into effect on Jan. 1, so it’s important to ensure any nationwide approach covers all state requirements ahead of 2023.

Companies realize that their sales roles across the globe comprise a small set of core functions: Hunting for new accounts.

Managers are advised to look inward, address their own stressors and set boundaries before helping their employees deal with stress and burnout.

It helps to look at the evolution of AI to see what sets this new type of AI apart.

“The most common culprits are things like the way quotas are set,” Burke notes.