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More than 20% have missed work to deal with a benefits-related issue, such as paperwork or billing.

New research from WorldatWork finds that 7 in 10 organizations acted on pay equity priorities in 2022, a 10% increase since 2019 and a 4% increase over the last year.

https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1540-6210.2011.02413.x .

Four key factors impact this area, and they can be expressed in the following formula: Reward scrutiny = (Pay complexity + Rewards values) x Stakeholder group diversity x Stakeholder expectations Pay complexity and rewards values are largely within the organization’s control, but are inevitably influenced by external pressures.

In fact, Nationwide data showed Gen Z workers started saving earlier, on average, at age 23 — compared to age 28 for millennials, 34 for Gen X and 40 for Baby Boomers.

Workspan Daily article;Gen X Retirement Is On the Horizon.

The memo outlined the new distribution and pay multipliers for base bonuses: ;Outstanding (around 20% of employees): 200% individual multiplier, for “outsized impact” above corporate expectations; ;Excellent (around 70%): 115% individual multiplier, described as the “high-performance culture baseline”; ;Needs improvement (around 7%): 50% individual multiplier, for employees with performance gaps who are expected to improve; ;Not meeting expectations (around 3%): 0% individual multiplier, for those who “do not meet” corporate standards; Additionally, Meta said it is introducing a new Meta Award, a 300% individual multiplier for a small number of top performers who deliver “truly exceptional impact.”