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The survey examines which sales costs organizations track; best measures of sales productivity; which department leads sales compensation plan design; sales compensation plan types; variable pay frequency; sales compensation analysis tools commonly used; and more.

Editor’s note: WorldatWork and HRCI recently announced a new strategic collaboration designed to expand and elevate professional development opportunities for HR and rewards professionals around the world.

In response, employers should take a more purposeful approach in how they design total rewards programs to attract and retain these workers and deliver on the above core tenets.

Although some frontline and essential employees still have had to attend their designated workplace, the majority have been able to work remotely.

Employers should seek to design workplaces and well-being programs with the following objectives in mind: Understand employee mental health and barriers to achieving well-being;Reduce stigma, increase empathy and social connection;Alleviate stress and burnout;Enable access to timely, high-quality care.; QUESTIONS TO CONSIDER WHEN EVALUATING QUALITY IN MENTAL HEALTH BENEFITS Does the network of providers practice evidence-based treatments (EBT) — such as cognitive behavioral therapy (CBT) and dialectical behavioral therapy (DBT) — and use validated third-party clinical assessments to track member progress?

Workspan Daily Plus+ article;Use This Template to Create Your Paid Family and Medical Leave Policy , Workspan Daily Plus+ article;What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article;Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions , Workspan Daily Plus+ article;FMLA Advisor , tool; The Family and Medical Leave Act (FMLA) can provide hours of “entertainment” (a.k.a. complexity, confusion, frustration) for total rewards (TR) professionals with employee bases in the United States as they “count this” and “calculate that” to determine both employer and employee coverage and eligibility.

ADP Celergo, which delivers global payroll by combining a worldwide network of local ADP and third-party payroll solutions, is specially designed for small- and medium-sized multinational companies with fewer than 1,000 employees per country.

The most important step — and most of our interviewees agreed — is to be intentional with incentive design.

“If one of my objectives is to improve equity and bring in people who might have traditionally opted out, I might design some of those policies a little differently.”

In short, Whole-Person Workplaces should offer significant PTO, design their policies to encourage use, and make sure that leadership is sending the intended signals.