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For WorldatWork members 2024-2025 Salary Budget Survey , research;Total Rewards Inventory of Programs & Practices , research;Salary Data Center , tool;Total Compensation Statement Builder , tool;Thinking Beyond Base Pay , Workspan Magazine article; For Everyone Pay Isn’t Enough — Benefits Are Key to Engage, Retain Workers , Workspan Daily article;Survey Data, Partnerships Enable Effective Salary Budget Plans , Workspan Daily article;More Employee Compensation content; While pay continues to be a leading factor in attracting top talent, some employees indicate other factors — such as a business’ brand and reputation or organizational culture — may weigh more heavily than compensation in their decision to work for a company.

For WorldatWork Members ;How Total Rewards Can Solve Loyalty Issues Among Younger Workers , Workspan Daily Plus+ article;How to Increase Engagement Among Remote Workers , Workspan Daily P lus+ article;International Remuneration: An Overview of Global Rewards , course ; For Everyone ;Gen Zers and Millennials Are Increasingly Rejecting Corporate Loyalty , Workspan Daily article;Convert Employee Surveys into Meaningful Change in 5 Steps , Workspan Daily article;Invest in Career Development to Retain Young Talent Workspan Daily article ; ; Risk management and consulting firm Gallagher identified career development as a significant factor influencing employee engagement and retention in its 2024 Workforce Trends Report on Career Wellbeing .

“By retaining the wages of its manual workers beyond the timeframes set by the NYLL, Southwest benefits and benefitted from delaying the payment of wages at the expense of the plaintiffs and class members,” said Andrew Melzer, a member of the legal team representing the workers.

However, she added working fully in-person does not offer the flexibility desired by most employees and can impact an organization’s ability to attract and retain top talent.

“Eventually, the economy will turn around, and when that happens, you want to be able to retain your people.

Navigating the New Era of Market Intelligence On Demand until November 21, 2026 Brought to you by Facebook Twitter LinkedIn In 2026, compensation market data is the competitive edge that defines an organization’s ability to attract and retain elite talent.

There’s every reason to believe that sustainability is going to be a deter- mining factor for employers hoping to recruit and retain top talent in the new workforce.

When a company makes employee developmental needs a high priority, it is much more likely to be successful at attracting, motivating and retaining the best talent for the business.

Flexible (or phased) retirement programs can help employers retain key talent when it’s needed the most and encourage exits in surplus talent markets.

As organizations companies implement more of these personalization options, Brink said, “other companies will find themselves at a potential competitive disadvantage in attracting, retaining and motivating talent.”