Searching Pondering Equity-Based Long-Term Incentive Plans on page 76

Today’s digital platforms offer long-term care with a licensed counselor, accessed through chat, phone or video visits.

Technical skills remain essential to success, but the current business environment calls for a wider range of solutions to meet the long-term effects of changes in employee sentiment and a tight labor market.

When sales incentive plans go awry, the results may impact the budget as well as employee engagement and motivation.

Failing to address the problem can have long-term business and culture implications for organizations.

Among those that have issued a pay equity narrative, 72% have adopted a global perspective, addressing pay equity across the entire organization, although they often allow for local or regional differences within this narrative.

Workspan: In terms of compensation and rewards, how do you see companies addressing inflation to help employees combat rapidly rising prices?

Key Takeaways ;HR Leaders Plan to Decrease Hiring Over Next 6 Months; ;Starbucks Sets 2% Raise for All Salaried Workers; ;Boeing Strike Continues in Missouri, Illinois; ;Survey Reveals Growing Use and Misuse of AI Within Workplaces; ;Report Examines How Engagement Differs by Work Generation; HR Leaders Plan to Decrease Hiring Over Next 6 Months One in five chief human resource officers (CHROs) expect to scale back their hiring over the next six months, according to a new survey released Wednesday, Aug. 20, by The Conference Board.

Examples of such needs include: ;Pay inequities or pay compression; ;Pay adjustments responding to drastic market changes or significant changes in roles and/or responsibilities; ;Promotions, incentive payouts or equity awards; ;Field bonuses or anniversary increases (Visier noted that these types of cycles may even take place monthly in some organizations); In many cases, the extra cycles may not incorporate an extensive performance review , meaning the process takes less time, involves fewer employees and costs the organization less, McKee said.

To begin that process, Ewles said organizations and their HR and total rewards professionals should identify critical roles, missing skills that could hinder capabilities and growth plans, or departments that would work better if they understood each other’s operations.

For WorldatWork Members A Realistic Framework for Sales Performance Management Selection , Workspan Magazine article;Rewarding the Modern Sales Organization , Workspan Magazine article; For Everyone 5 Keys: Using Incentive Comp to Lift Performance, Profits, Innovation , Workspan Daily article;Maximizing Business Growth Through Strategic Sales Compensation , Workspan Daily article;How to Choose the Right Incentive Plan for Your Sales Leader , Workspan Daily article;Sales Compensation Course Series , course; Sales compensation is a critical part of any sales-driven organization, and the professionals responsible for its design and implementation are crucial to the success of the business.