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“As we head into 2022 with continued talent pressures and a lack of salary benchmark data that accurately reflects the market due to anomalies throughout the past two years, there is no doubt that employees across the globe will be making a business case to support higher salary increase budgets,” said Alicia Scott-Wears, director of total rewards content at WorldatWork.

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The good news is that technology can support these efforts and reduce costs.

The goal: Continuously create opportunities where employees genuinely feel like they can speak up, Willis told GPTW, and build trustworthy pathways that support safe spaces to do so.

All information on benefits, compensation, training, organizational values and other offerings should support the EVP.

While supporting these individuals is vital, there is another group of employees, the “apparently healthy,” who may suddenly and unexpectedly contribute to a spike in healthcare spending and lost productivity.

Incentives should be: ;Clearly linked to enterprise key performance indicators (KPIs); ;Balanced between short- and long-term performance; ;Supported by measurable and auditable metrics; ;Structured to avoid excessive risk-taking; The governance overlay is no longer optional.

Workspan Daily article;Call to Action: Supporting a Mentally Healthy Workplace , Workspan Daily article;The U.S.

“These strategies often require rewards program support to motivate and incentivize transitions, integrating this commitment as a core element of the employer value proposition.”

For example, the areas likely to see the greatest amount of automation include office support, customer support and food service.