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With unmatched depth and consistency, the survey helps compensation leaders design competitive, defensible pay strategies that attract and retain top talent.

Researchers noted that, in recent years, Toyota teams have been able to develop new manufacturing processes and designs through the use of a two-pronged approach: training its manufacturing workforce to focus on production issues not easily addressed by technology; and continuing to invest in innovative technology and digital tools.

Yet, the practical design and implementation of these systems is often constrained in management and communication ( Fulmer and Chen 2014; Gerhart 2024).

With over a decade of experience in compensation design, human resources, and pay strategy development, Hannah has a proven track record of guiding organizations to design and implement compensation processes and programs.

“Sales roles are traditionally incentive heavy, so increasing the base pay for these jobs is a way to appeal to a broader set of talent or offer more stability coming off from high impact economic fluctuations.”

The other option, then, is for the carrier to propose a “laser” — singling out a high-risk participant and setting a higher deductible for their claims.

And, as our Workspan article explores, well-meaning employer contributions to retirement plans lean heavily toward top earners, especially given certain plan designs — rather than to the lower-earning workers who may need more incentive to participate and save.

;The Impact of the H.R. 1 Law on the Telehealth Safe Harbor;Charting the Changes: 2026 Benefit Plan Limitations; Access additional Workspan Daily Plus+ articles related to H.R 1: Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions;The Ripple Effect: 529 Plans as a Catalyst for Financial Stability;What Are TR Pros’ Options for Paid Care Leave Design; The Overtime Provision “No tax on overtime” appears as Section 70202 within H.R. 1, spanning pages 257 to 263 in the 870-page document.

Total Rewards Inventory of Programs & Practices An effective Total Rewards strategy blends a wide range of programs and practices designed to engage employees and drive organizational outcomes.

Lack of Job Clarity Job design should precede sales compensation design.