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In December 2021, the Society of Human Resource Management projected that labor shortages would continue through 2022, with wage growth topping 4%.

The current emphasis on non-monetary benefits, particularly strong in growth (49%) and recovery (50%), correlates with emerging trends that continue to highlight their importance across all phases, albeit at a slightly lower overall future projection (10%).

You can give a special grant to the top-of-the-house leadership team or to a key person deeper in the organization for things like retention or a project.

Allow earnings projections.

Hence the company’s new three-phase “Project Rebalance,” designed to give people time back and reduce stress across the organization, he said.

This projection is leading employers — especially large ones with big employee populations — to revisit their healthcare strategies and programs, including by taking a more activist approach to ensure their plans are delivering value and quality care.

Global consulting firm Deloitte provides a unique perspective on the subject, with large-scale research projects bookending the time period — the initial High-Impact Rewards (HIR) study in 2018 and the subsequent HIR study in 2024 .

Key Takeaways ;Companies Throttling Employee Comp to Fund AI Investments; ;Report: CHROs Now Among Highest-Paid Execs at Public Companies; ;Virginia Lawmakers Pass Paid Leave Bill; ;Poll of Managers Points to Need of Mental Health Training; ;Job Candidates Vanish When Process Seen as Negative or Unfair; ;Figures and Facts of the Week; Companies Throttling Employee Comp to Fund AI Investments A new survey of 866 U.S. business leaders by career website ResumeBuilder.com showed 54% of organizations have reduced or will reduce the amount of money they have set aside in 2026 for employee compensation in order to free up capital for funding artificial intelligence (AI) projects.

Too many organizations view benchmarking as a periodic project, rather than an ongoing process.

A shift is underway from blanket, across-the-board merit increases to aggressive spot awards, project-based incentives and performance-linked bonuses .