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The pillars with the highest satisfaction scores – compensation and benefits – are the weakest predictors of whether employees intend to stay, and the pillars with the lowest satisfaction scores – recognition and career development – are the strongest predictors.

To overcome these concerns, some are transitioning to a hybrid approach – implementing parallel testing where AI-driven pay decisions are tested alongside manager decision making to identify gaps and address unintended outcomes.

Increased Vendor Accountability and Coordination Employers are also holding benefit vendors’ feet to the fire when it comes to existing contracts and, at times, cutting ties with partners that aren’t delivering the performance guarantees or outcomes that were promised.

“As a new hire and the lead of the group, I myself found it difficult to find information on benefits that should have been easily accessible.”

“Provide reminders of benefits, programs and resources through newsletters [and communication notices], and by leveraging vendor partners,” she said.

For example, framing challenges as opportunities to test the team’s agility can trigger a problem-solving response instead of an anxious one.; ;Provide continuous feedback loops after major projects or disruptions to capture lessons while they are fresh.; ;Encourage team members to connect with their peer networks to gain additional support and understanding.

Even so, this resilience has been tested in recent years by a global pandemic, social pressures and economic uncertainty, outside of what we have seen before,” said Amy Dufrane, the CEO of the HR Certification Institute (HRCI).

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For example, there will be a dominant vendor for the education industry and a different lead vendor for the healthcare industry.