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For WorldatWork Members ;How to Reduce Rater Bias in Performance Evaluations , Workspan Daily Plus+ article; ;4 Reasons Performance Ratings Aren’t Vital to the Compensation Cycle , Workspan Magazine article; ;Behavioral Performance Assessment: Turning the Painful into the Productive , Journal of Total Rewards article; ;Incentives and Recognition: An Evidence Review , Journal of Total Rewards article; ;Performance Review Builder , tool; For Everyone ;How to Mitigate Bias in the Performance Review Process, Workspan Daily article; ;Tips for Adjusting Compensation During Performance Reviews , Workspan Daily article; ;Improve Performance Management with Frequent Communication and Transparency , Workspan Daily article; ;Speak Candidly and Stick to Objectives During Performance Reviews , Workspan Daily article; NEW!

For WorldatWork Members The Mental Health Parity ‘Dream’: How You Can Support Your Employees , Workspan Daily Plus+ article;Workplace Well-Being Deserves a Fresh Look , Journal of Total Rewards article;Workplace Well-Being Trends , research; For Everyone 5 Ways You Can Raise Organizational Awareness of Mental Health , Workspan Daily article;Boost EAP Usage to Address Mental Health Support , Workspan Daily article;Despite Greater Mental Health Needs, Frontline Workers Less Likely to Seek Help , Workspan Daily article; NEW!

And, with employees’ newfound ability to work from anywhere, geographic pay differentials have been thrust into the spotlight during the past two-plus years of the COVID era.

The need for such services has leveled off since those early days of the coronavirus, and many gig workers have undoubtedly come up against hardships throughout the past two-plus years.

Typical modifiers are plus or minus 10% to 25%.