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.; ;An impression that blue-collar roles can’t evolve beyond traditional norms and meet modern employee expectations — like flexibility.; “We have a real workforce availability problem to address, one that requires all of us to become industrial revivalists,” Barbara Frei, executive vice president and CEO, Industrial Automation,at Schneider Electric, commented during the World Economic Forum’s annual meeting held earlier this year.

Later this summer, Hootsuite Inc. will shut down Aug. 29 to Sept. 2 for its second annual wellness week.

Chart 2: Labor Market Comparison Compensation planners want to ensure target pay levels are competitive with labor market rates and consistent with internal company practices.

Among organizations utilizing off-cycle increases, Citron said the frequency is as follows: Monthly (2%);Quarterly (14%);Twice a year (27%);Once a year (51%);Other (6%); Preparing for 2025 While budgeted merit and annual increase rates are decelerating, it is important for companies to remain proactive in their compensation strategies, Citron said.

“The idea of Part 2 [of the report] is helping organizations construct a game plan for putting empathy into action,” he said.

Gallagher & Co. revealed that change fatigue now ranks No. 2 among the top five barriers to organizational success in 2025.

The Weight on Employees When budgets get tight and the gap between salaries and cost of living grows, any one additional factor — such as the rising cost of gas for an employee who needs to commute to work — could be enough to prompt workers to look for a new role that pays even $1 or $2 more an hour, said Ron Seifert, the North America total rewards leader at Korn Ferry.

If you pay a U.S. employee $50,000, you give them a W-2 and you’re done.

Organizations reported being less likely to modify their long-term incentive (LTI) plans or seek discretionary adjustments (Figure 2).

; 2.