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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: Well-Being ;Employee Compensation ; FREE Newsletter FREE E-newsletter Subscribe to Workspan Weekly for news on trends and compliance in Total Rewards, compensation and benefits.

In terms of how to approach determining compensation, no single solution for every organization, but purely market-based structures should be abandoned.

Still, scoped visibility for managers into select data elements (e.g., pay outliers, position-in-range for their team or a high-level internal equity metric) can help them become better-informed customers of the compensation team’s work.; The objective here is not to downplay the sensitivity of compensation data in the wrong hands.

See Issue Workspan Magazine, February-March 2025 Inthisissue: Financial well-being ROI; executive compensation; reconciling internal vs. external pay strategy; internal talent marketplaces; more.

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Sal DiFonzo, the managing director of compensation and rewards consulting at Gallagher, and a member of WorldatWork’s Compensation Advisory Council, stated labor market supply and demand typically drive base pay increases.

One of the survey’s main strengths is that it breaks down many categories of the data by organization size and industry, pointed out Sue Holloway, CCP, CECP, WorldatWork’s director of executive compensation strategy.

Despite this finding, the data showed only 61% of employees felt satisfied with their benefit package.; 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: ;Employee Experience; ;Executive Compensation; ;Finance and Budgeting; ;Well-Being; ;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.

Pay Transparency Pressures Compensation experts believe pay transparency is one of the reasons for employees believing they are underpaid and need to leave their organization to attain higher compensation.