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Workspan Daily
01/22/2026
These factors include:
;Increased market and industry competition;;
;Changing customer spending patterns and expectations; and,;
;Advancements in technology such as artificial intelligence.;
Additional factors such as inflation, government regulations, tariffs, supply chain disruptions, interest rates and geopolitical events further complicate sales compensation planning.
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We also ideate with customers directly on how to improve and extend WaW products.
Workspan Magazine
02/01/2021
Just as business leaders were forced to radically reconsider how their employees work, where they work and how they serve customers, HR and total rewards leaders must rethink their compensation strategies to ensure they are flexible and agile enough to meet the inevitable changes the future will bring.
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Workspan Magazine
05/15/2023
“If you try to get there too fast, you might see a negative impact because you didn’t effectively build a foundation and ensure that customers aren’t going to feel it.”
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Workspan Daily
07/28/2022
Develop a strategy that is as sharp as the strategy you use for customers.
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Workspan Daily
09/07/2023
Student loan repayment benefits can also be beneficial for companies in competitive industries struggling to attract and retain hourly employees, he said, including retail and customer service.
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Workspan Daily
09/10/2025
Eighty-five percent of executives and 89% of legal leaders said future investment in DEI programs will generate customer loyalty.;
;Reputational risk.
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Workspan Daily
10/16/2025
., customers, employees, community and so on), the board’s role will be imperative to a positive resolution, and they need the latitude to do the right thing.
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Press Release
05/17/2022
.; About the Study WorldatWork invited its broader membership and customer base to participate in an electronic survey on pay equity initiatives.
Journal Article
06/11/2021
Given that the social element of ESG covers issues relating to customers, suppliers and communities as well as direct employees, the “S” of ESG is likely to comprise more than half the value of potential ESG-linked, performance-related pay.
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