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Measuring performance with RCE is simple: Up is good, down is bad.

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.

However, it’s not as simple as lumping all management jobs, for instance, into one remote pay strategy.

In practice, these kinds of updated approaches to fostering engagement rely on open lines of communication, cultures that emphasize outcomes over simple productivity numbers alone and effective technology.

The metrics can be as simple as the ages of the workforce or could be voluntary turnover rates.

It may sound simple enough.

AI-powered solutions from simple chatbot assistants to advanced, interactive platforms can curate and recommend optimal benefit choices based on an individual’s life events and preferences.

Challenge No. 1: Personalizing Incentive Plans One-size-fits-all sales comp plans are often valued because they are simple to communicate and easy to administer.

Businesses need to train managers to recognize and address workers' mental health needs, but also train employees to recognize those needs in themselves — and then provide them a simple and accessible path to get help early with an “easier on-ramp.”

Employers have various reasons for bringing workers back to the office, but getting all workers on board is far from a simple task.