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The answer isn’t simply adding more perks — it’s making intentional investment choices in the parts of the TR experience that deliver the most value for the workforce and the business.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Career Growth;Employee Experience; ;Employee Recognition; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Workspan Daily Plus+ article; ;How to Contend with a Job-Hopping Workforce , Workspan Daily Plus+ article; For Everyone ;How Total Rewards Can Close the Work Experience/Readiness Gap , Workspan Daily article; ;The Rise of Skills-Based Rewards, and What You Must Do About It , Workspan Daily article; ;How L&D Benefits Can Attract and Retain Gen Z Workers , Workspan Daily article; ;What Gen Z and Millennials Want: How to Attract and Retain Them , Workspan Daily article; Could apprenticeships be the answer to your talent pipeline challenges?

But considering the use of ownership to motivate the rest of the workforce raised even more difficult questions.

As power shifts from employer to employee , organizations will have to reframe the social contract between themselves and their workers, which will have to include the types and delivery mechanisms of rewards to their workforce.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: Equitable and Diverse Workplaces;Employee Experience;Workforce Engagement;

.; Employers looking to tap into the workforce’s youngest talent need to have career pathways and development opportunities clearly defined, according to the results of a new study from the National Society of High School Scholars.

For your workforce, it may include: ;The employee who drained his 401(k) to pay off a high-interest credit card bill.; ;The enthusiastic early entrant into the workforce who starts falling behind on new car payments, not realizing how many other monthly obligations she needed to fulfill.; ;The new parents with unanticipated medical bills due to a lengthy stay at home for their newborn baby.; No one proactively plans for the impact of high-deductible healthcare insurance or student loan debt.

Using FTE calculations, an employer can better measure labor costs, conduct workforce planning and determine compliance obligations.

For WorldatWork Members ;Employing Age-Friendly Work Practices for Multigenerational Workforces , Journal of Total Rewards article; ;Measuring Up Mentorship Programs , Workspan Magazine article; ;Generational ERGs: Engaging Older Employees , Workspan Magazine article; ;The Power of Job Rotation, Shadowing and Stretch Goals , Workspan Daily Plus+ article; For Everyone ;Invest in Career Development to Retain Young Talent , Workspan Daily article; ;Internal Investment: The Rewards of a Job Rotation Program , Workspan Daily article; ;With a Multigenerational Workforce, Personalized Rewards Are Key , Workspan Daily article; ;Total Rewards ’25 , conference; With multiple generations working side by side, both literally and figuratively, addressing skill, experience, knowledge and communication gaps in the workplace has become crucial for employers who want to retain and elevate talent as well as create a more inclusive culture.