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.; ;Most respondents are not planning significant changes to incentive plan designs for 2026 or the short-term incentive (STI ) performance mix or long-term incentive (LTI) award vehicle mix.Most also have not made changes to equity grant practices in response to stock market volatility or proposed shareholder advisory group policy changes.; ;Among respondents with incentive cycles ending in 2025, most (roughly half for STI and 60% for LTI) do not currently anticipate the use of discretion, with one-third taking a “wait and see” approach.

Managing Costs, Designing Equity An employer that has worked to plan and implement equitable strategies to manage employee healthcare costs is Northwell Health, New York state’s largest healthcare provider with more than 85,000 employees across 21 hospitals and 890 outpatient facilities statewide.

While it may soon eliminate millions of jobs for vehicle drivers and retail workers, automation will also create new ones in fields such as engineering and design.; It’s quickly becoming a familiar sight in the business world: A company reveals a big investment in automation right after announcing a mass layoff.

Learn: Design of Sales Compensation During the design phase, sales managers may at times want to include plan metrics that are challenging or difficult to obtain.

Among the reasons for this trend are employee job and career security concerns, combined with PTO plan designs and strategies that do not clearly incentivize taking time off.

Design sales compensation plans to align with the organization’s growth objectives and desired sales team behaviors.

This survey reveals how organizations design and implement their programs and practices, including whether they require employees to take time off, if they allow employees to redirect their PTO to important causes, the number of annual vacation allotted days based on tenure and more.

These sample formulas are designed to help WorldatWork members get started on developing great formulas that produce reliable outcomes.

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

With over a decade of experience in compensation design, human resources, and pay strategy development, Hannah has a proven track record of guiding organizations to design and implement compensation processes and programs.