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Reacting to 7% inflation by giving 7% base pay increases causes fixed-cost payroll to rise, exposing an organization experiencing dramatic variations in revenues to having a workforce it cannot afford in the future.

Framework for SPM Implementation Waldron said the right mix for the Frito Lay SPM implementation was: 20% on people and experience – which was absent from the first iteration; 30% vision and key objectives; 20% data, calculation and process; 10% technology selection; and 20% build, test and deploy.

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Despite these substantial investments, employee engagement has fallen to 31%, its lowest level in a decade, with 8 million fewer engaged workers since 2020, 4 and voluntary quits hold steady at roughly 3.2 million per month. 5 This incurs significant costs, as unengaged employees account for approximately $1.9 trillion in lost productivity nationally, 6-7 with the cost of replacing an individual employee ranging from a staggering 0.5x - 2x the employee’s salary. 8-9 Taken together, these patterns highlight a significant opportunity to rethink rewards through a more intentional, human-centered approach one that elevates the employee value proposition across the career lifecycle and recognizes that the beliefs that individuals have about their work (for example, whether they find it meaningful, feel they matter, and see growth opportunities; see Figure 1 ) determine whether those rewards translate into optimal business outcomes.

People in their 60s are likely to place more relative weight on building a retirement income than they would on career progression, while someone in their 20s might value career mobility more.

About one in three (31%) have pay equity on their radar but haven’t taken any action yet, while just 4%, down from 7 percentage points, do not have pay equity on their radar.

Front-line hybrid sales roles led headcount increases over the past year, with 54% of organizations increasing headcount and only 7% decreasing headcount.

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