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.; ;Hiring and training the center’s staff — who generally are full-time and benefits-eligible.; ;Plans to scale the center as the workforce grows or shrinks, and open enrollment to community members or employees at other businesses if the center is below capacity or establishment of a waitlist or a prioritization process for when the facility is at capacity, which, Stich noted, can affect recruitment, retention and employee morale.; “This benefit offering can be a challenge for employers with a multi-state workforce, or multiple locations within a state, to provide equitable benefits,” Stich said.

According to Harris research ,78% of surveyed workers don’t use all their allotted PTO, which means they aren’t getting the full value of an important benefit.

Make It Immersive If an employer is requiring a new employee (whether they are remote, hybrid or full-time in-person) to come into the office for onboarding, it should be worth their while, said Brad Frank, a former senior client partner in the global technology practice at Korn Ferry.

This year’s findings and data came after surveying 2,946 full-time U.S. employees and 750 employers in January and February.

The full report — covering base salary increases and merit budgets for 22 countries and in-depth salary budget insights for the U.S., Canada, India and the United Kingdom — is available for purchase.

“I don’t think we’re going back to a time where you have employees taking that full hour and getting to know each other as people over lunch, but that can happen in other ways,” said Maria Amato, a senior client partner at consulting firm Korn Ferry.

According to Enderes: ;Career development and recognition are elements of the full rewards package;; ;Effective coaching rounds out other benefits rather than undermining them; and,; ;Clear alignment between performance and rewards reinforces equity and fairness.; “Manager coaching capabilities directly support the flexibility and personalization that define modern systemic rewards approaches,” she said.

Without a full understanding of the HR “guardrails” put in place, compliance risks can emerge .

The Total Rewards Leadership Course is the recommended preparation for the Total Rewards Leadership Certification (TRLC®) exam [LINK TO TRLC CERTIFICATION PAGE] and is part of the full TRLC pathway.

The Certified Senior Rewards Professional Course is the recommended preparation for the Certified Senior Rewards Professional (CSRP™) exam and is part of the full CSRP pathway.