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The professors’ research on these companies — two national and one global — forms the backbone of The New Workplace: Employee Alignment in Remote-First, Office-Forward, and Hybrid Work Organizations , a 246-page book released in July 2025.

.; ;Emerging regulations in North America and Europe are driving organizations to revisit their reward strategy, with 65% of participants identifying pay transparency as one of the primary drivers of change over the next two years.; ;2026 salary predictions include that most organizations expect to pay bonuses comparable to 2025.; Workspan Daily (WD) interviewed Korn Ferry senior client partner and North America total rewards expertise group lead Tom McMullen about what their research could mean for total rewards (TR) professionals as they prepare their future rewards strategies.

“On one hand, a meaningful portion of Gen Z is struggling to get started.

One of his successors told me that it took two professors to replace Jack when he retired in 2005.

;Collaboration: Working interdependently with co-workers to complete shared tasks.; ;Teamwork: Doing one’s part by making a high-quality contribution to a team activity.; ;Innovation: Offering suggestions to improve how work is done or for a new product or service.; ;Integrity: Upholding an ethics or code of conduct policy even when they could have gotten away with breaking them, or reporting a co-worker who violated these policies.; ;Customer focus: Going out of one’s way (i.e., beyond one’s typical responsibilities) to make a client happy.; ;Developing others: Taking time to advise, coach or mentor a co-worker.; ;Inclusion: Embracing or learning from co-workers’ different perspectives, talents and backgrounds.; ;Commitment: Volunteering to attend meetings or work on committees on one’s own time or work weekends/days off to complete a project or task.; ;Caring for colleagues: Lending a compassionate ear to a co-worker or helping them when they have too much to do.; Source: Gartner

If I think about my parents, they worked for one or two employers for their entire lives.

In the next quarter, or the one after that, results may bounce back to be more in line with normal conditions.

The benefit will be provided to any teammate, spouse or dependent enrolled in Dick’s medical plan, along with one support person.

However, those figures do not include a one-time cost of $60 million to $80 million to pay out severance and other benefits to impacted workers.

The average Canadian total salary increase budget was 3.7% in 2022 (3.2% median), more than a one percentage rise from the 2.6% increase budgeted in 2021, and exceeding the 2022 projection (2.9%) by 0.8 percentage points.