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Top priorities this year include equipping managers to use performance management more effectively, make better compensation decisions and communicate rewards more effectively (see Figures 2 and 3).

.; 2) Know the Jobs Different sales jobs have different goals and priorities that should be reflected in the incentive plan’s design.

Although the unretirement trend appears to be stabilizing, it stands well above the pandemic levels of 2% to 3%.

Examine the pay program to ensure it reflects these objectives. 2: Job Clarity.

Instead, hire the best people wherever they are, for as long as you need them, on a remote basis. 2.

.; Investing in mental health improves employee health, productivity and loyalty For every $1 put into treatment for common mental health disorders, there is a return of $2-$4 in improved health and productivity, according to World Health Organization (2021) estimates.;89% of workers at companies that support well-being initiatives are more likely to recommend their employer to others (Beheshti 2019).;80% of employees treated for mental illness report improved levels of work effectiveness and satisfaction.

The increased accuracy required for a pay equity review will require from eight to 10 factors, which will predict pay relativity within 2% to 4%.

Step 2: Assess Potential Peers in Aggregate When reviewing the peer group in aggregate, a simple starting point is to weigh sample size and company positioning.

; Documenting these guardrails (setting grade midpoints to the 60th percentile of a blended survey cut, for instance) can reduce debate, accelerate onboarding and keep future configuration changes tethered to strategy. 2.

See figures 1 and 2.; We also explored the gap in terms of value of benefits in people’s remuneration packages.