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And, while we expect more people to return to some office-type working arrangement, it will not be like it was.

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Additionally, first-year employees will now have access to paid vacation, and 30-year employees can take up to six weeks off.

Year-over-year comparisons provide little value, and the goalpost for success keeps moving. 2.

Thus, a 401(k) retirement plan that can’t be accessed without penalty for another 30 years might not have the appeal to this new breed of leadership.

Leaders shouldn’t brush aside these types of nuances while trying to get their workforce on board with AI utilization, said Kevin Tamanini, the vice president of professional services and customer success at leadership consulting firm DDI.

The four-part survey provides a sweeping overview of approaches to incentive pay, including types of STI plans; annual incentive plan (AIP) measures, eligibility, targets, and payout frequency; long-term incentive (LTI) prevalence; incentive plan budgets (actual and estimated); and more.

Comp Type 2024 2025 2026 (October projections) 2026 (March actual) Merit Increases 3.3% 3.2% 3.2% 3.1% Total Increases 3.6% 3.5% 3.5% 3.4% Sixty-one percent of the employers surveyed in October anticipated the economy would have a moderate to significant impact on 2026 compensation decisions.

Table 2 lists the compensable factors in each plan.

Overall, retention pool size continues to decline, with nearly 70% of respondents that track and set aside a retention pool reporting that the retention pool was less than 2% of the purchase price for the acquired company.