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“For employees hunkering down in Ukraine, cryptocurrency will only be valuable for them to meet daily needs if the stores and vendors they interact with are able to accept it,” O’Connor said.

With that, business owners must pay close attention to any vendors or contractors they use in business to make sure they will not be deemed to be unintended employers of those workers.

Externally, working closely with our vendors and brokers has allowed us to consolidate resources and find available flexible solutions and tailor them to specific needs — whether that’s launching virtual mental health apps, partnering with advocacy groups to investigate and reconcile health claims that may affect families’ financial and mental health, or creating custom lunch-and-learn resources around financial planning.

This course empowers you to master compensation analytics, enabling you to analyze KPIs, set pay rates, develop salary ranges, assess fairness, and ensure compliance using data-driven strategies.

Rossi: The answer varies significantly by industry, customer type — such as business-to-business versus business-to-consumer — and sales role, but some fairly common tactical sales compensation changes that may last in the long term include simplifying plans to two measures (three maximum), to enable agility with less to analyze/change, ensure better administration, and reduce goal-setting pressure and workload for sales operations as well as sales.

Experts offer advice on analyzing plan value and SECURE 2.0 Act provisions.

We’re constantly analyzing and adjusting the different elements that both create and support a balanced approach to rewarding people in totality for their work.

The survey results, which used data analyzed by Equilar , included pay data for 344 executives at S&P 500 companies who have served at least two full consecutive fiscal years at their companies, which filed proxy statements between Jan. 1 and April 30.

By analyzing responses collected through a series of live interviews with chief human resources officers (CHROs) and TR directors from leading Global Fortune 500 organizations, Mercer identified three strategic essentials for rewards leaders to help them transform into successful “performance architects.”

WTW analyzed executive-focused talent intelligence data drawn from labor market signals, role and skill evolution data, and executive hiring patterns.