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Found 758 results
Workspan Daily
01/25/2023
Tread Lightly in Sharing Salary Data During Budget Planning
WorldatWork is a United States 501(c)(3) tax exempt organization.
Author(s):
Tom Starner
Workspan Daily
03/09/2023
SEC’s Final Clawback Rules: What to Know
WorldatWork is a United States 501(c)(3) tax exempt organization.
Author(s):
Josephine Gartrell, J.D.
Workspan Daily
03/14/2023
Equal Pay Day: Why Women Are Still Fighting for Fair Wages
WorldatWork is a United States 501(c)(3) tax exempt organization.
Author(s):
Quiana Darden
Workspan Daily
04/26/2023
Bonuses to Attract and Retain Reached Record Level in 2022
WorldatWork is a United States 501(c)(3) tax exempt organization.
Author(s):
Brett Christie
Workspan Daily
06/23/2023
Norway to Mandate 40% Quota for Women on Company Boards
WorldatWork is a United States 501(c)(3) tax exempt organization.
Workspan Magazine
07/27/2023
Are OKRs the New MBOs?
Person 2 sets a goal of 4 new accounts in a quarter and achieves 3.
Author(s):
Chad Albrecht, Amey Deorukhkar
Workspan Daily
01/05/2024
Southwest Airlines Reaches Deal With Pilots Union
A coalition of restaurant-industry organizations said the law could raise costs for fast-food restaurants by $3 billion.
Workspan Magazine
04/11/2024
4 Reasons Performance Ratings Aren’t Vital to the Compensation Cycle
Reason No. 3: Intentional calibration can reinforce pay-for-performance and drive consistency and fairness.
Author(s):
Paul Reiman, Jessica Pontious
Workspan Daily
11/06/2024
Traditional Job Architecture Career Streams Collide with Modern Work
Friction 3: The Scope and Complexity of “Peer” Levels in Adjacent Streams Tend to Be More Similar than Different Organizations frequently experience challenges when communicating the differences between overlapping levels across career streams.
Author(s):
Jessica Pontious, Paul Reiman
Workspan Daily
04/17/2025
Should Your CEO Incentive Payouts Follow a Bell-Shaped Curve?
Consider an organization with an earnings per share (EPS) growth goal and an asymmetric payout curve, offering a steeper slope (and, therefore, bigger rewards) for outperformance than penalizing for underperformance (see Figure 3).
Author(s):
Simon Benfrech, Rene King
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