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Year-to-date measures ensure a long-view accountability of total performance, whereas monthly measures reward short-term results.

The concern for some is that less natural face-to-face time with superiors could limit the ability to display soft communication and collaboration skills that are often viewed as conducive to leadership capabilities.

Having a complete and holistic view of each individual’s skills, experiences and performance can help you better articulate why they’re paid what they’re paid.

In part, these views are supported by WTW’s Executive Compensation Guiding Principles, which reflect a well-reasoned perspective on executive pay (and goal setting) through the prism of purpose, alignment, accountability and engagement.

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In others a more egalitarian distribution is viewed as appropriate.

“By arbitrarily forcing return-to-office without providing data to support it and despite clear evidence that it is the wrong decision for employees, Amazon has failed its role as earth’s best employer,” according to screenshots viewed by CNBC.

“How do you view remote working vs. in-office time?”