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This follow-up workshop is designed to take the next step by slowing things down and helping participants begin applying a few of those real-world use cases themselves.

Employers can set neurodiverse candidates up for success with a couple different strategies, such as sharing interview questions well in advance, allowing candidates to re-record video answers, offering other non-verbal ways to respond to questions and thoroughly explaining questions via examples.

Factor in geographical differences when setting your salary increase budget.

Companies that handled it best took a number of steps, such as: Defining a cross-functional and cross-geo steering committee to assess and design sales compensation changes;;Investing in digital capabilities to better administer, communicate and implement their sales compensation plans;;Simplifying their compensation plans by eliminating measures and mechanics; and;Improving the alignment of their sales compensation plans to overall business strategy (including changes in strategy), from a data-driven perspective, as opposed to relying purely on philosophy and “gut” beliefs.; Workspan: The pandemic has obviously affected the way companies and leaders approach sales compensation.

Revenue: A Sales Compensation Crediting Conundrum , Workspan Daily article;The Checkup: Diagnosing and Optimizing Your Sales Compensation Program , Workspan Daily article;Sales Compensation , course series;Sales Compensation: Strategy and Design Application , course; Many organizations are structured with distinct divisions that operate independently within different geographic or market segments.

“Are we the kind of place that demands everybody be here and follows this set of rules or the type of place that provides flexibility?”

Directly linking TR and performance means basing compensation and rewards decisions, such as merit increases or incentive payouts, on how employees perform against set goals and competencies, said Christina Hussong, the senior director of work and rewards and the global incentive plan design solution leader at consulting firm WTW.

Organizations also do better when there is a foundational level of understanding among all employees on the compensation philosophy, the program design and how decisions about pay are made, Vallas said.

“Set an action plan designed to [continuously review and] effect change, and establish consistent practices across all departments and divisions,” said Sue Holloway, a compensation content director at WorldatWork.

For WorldatWork Members What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article;Take Steps to Invest in Women Workers’ Success , Workspan Daily Plus+ article;Wellness Woes: Why Aren’t Employees Using Your Benefits?