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This shift toward customization, including individualized pay and performance arrangements ( Maltarich et al. 2017) mirrors the trend of mass customization seen in marketing ( Da Silveira, Borenstein, and Fogliatto 2001).

“We actively encourage people to take vacation, so much so that vacation is on our monthly priorities list as a company that all of our executives fill out and update, and we’ve regularly worked with teams and managers to ensure that people can and do take vacation to relax and recharge,” Katie Burke, HubSpot’s chief people officer, wrote in a post on Medium.

Evolving Metrics Hand-in-hand with the need for more specifics is the fact that well-being metrics are still evolving as the scope of wellness concepts changes and expands, said John Bremen, chief strategy, innovation and acceleration officer at WTW.

Conducted in December 2024, the study surveyed 2,000 full-time professionals (51% women, 49% men) working in hybrid or in-office environments.

What the Rules Require Under the new rules, companies must provide, in proxy or information statements in which executive compensation disclosure is required, in a new pay-versus-performance (PVP) table disclosing specified compensation and financial performance measures for the named executive officers (NEOs).

What was once processed primarily within office walls now often plays out publicly on social media, creating a 24/7 cycle of layoff-related anxiety, he notes.

Not only will public companies need to provide a tabular disclosure of “compensation actually paid” to their CEOs/executive officers compared to absolute and relative total shareholder return, they also would be required to compare it to the Generally Accepted Accounting Principles (GAAP) metrics of “pre-tax net income” and “net income,” plus a “Company-Selected Measure” that represents the “most important performance measure used by the registrant to link compensation actually paid during the fiscal year to company performance.”

Evaluate Plan Goals and Employee Experiences to Guide Your Choices To assess, adapt and tailor new options, employers first need to revisit exactly what their goal is in offering a retirement plan, said Will Hansen, chief government affairs officer for the American Retirement Association, and executive director for the Plan Sponsor Council of America.

Performance bonuses are a win for the employer and employee, said Lexi Clarke, chief people officer at Payscale, as they motivate employees to maintain, if not increase, productivity while retaining top talent.

The following year, the Office of Management and Budget under the Trump administration halted the initiative , but it was revived by a court order in 2019.