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Key Takeaways Most Don’t Fully Explain Their Rewards Programs’ Design, Purpose;November Job Cuts Continue Trend of Year-Over-Year Jumps;ManpowerGroup Predicts Stable Hiring Outlook to Start 2026;Employers Are Changing How They Evaluate Job Candidates;Figures and Facts of the Week; Most Don’t Fully Explain Their Rewards Programs’ Design, Purpose According to Korn Ferry’s latest Global Total Rewards Pulse Survey , only 1 in 4 organizations clearly explain their reward programs’ purpose and design.

WorldatWork’s recertification program is designed to utilize learning you’re already doing — like webinars, courses, and events — making it easier to stay certified.

With unmatched depth and consistency, the survey helps compensation leaders design competitive, defensible pay strategies that attract and retain top talent.

I usually design the pieces myself.

As a first step to examine whether customer success should figure into incentive design, answer these three questions: How important is customer success to the sales organization?

Be Prepared with Comp Solutions , Workspan Daily article;Sales Comp Considerations: Choosing Between Individual, Team Measures , Workspan Daily article;Sales Compensation Plans Work (When They Are Designed Correctly) , Workspan Daily article;The Power of Pay-for-Performance Sales Compensation Plans , Workspan Daily article; When does it make sense to transition your sales compensation strategy from a simple flat commission rate to a more complex quota-based plan?

Commonly known as 529 plans (after Internal Revenue Code 529 ), these tax-qualified plans allow employers, employees and others to contribute to savings plans designed to either prepay tuition or let funds grow in investment accounts to be used tax-free later for qualified educational expenses.

. ; In an interview with Workspan Daily (WD), Tony Greene, the president of NFP’s executive benefits division, provided a deeper glimpse into the research and shared how organizations and their total rewards professionals can design executive benefit packages to better serve leadership and help strengthen the business.

.; ;Designing approaches that withstand scrutiny and still move the dial.; This “distributed ownership” model doesn’t remove HR from the equation; it elevates HR into the role of architect and challenger.

That is one of the top challenges right now — leaders are focused on budgets, employees want growth and recognition, and HR is left designing a total compensation strategy that doesn’t involve printing money in the breakroom.