Searching Pondering Equity-Based Long-Term Incentive Plans on page 81

Higher salaries for new hires could lead to pay compression down the line, and salary discrepancies between in-office and remote positions could also exacerbate pay equity issues as data shows women and BIPOC (Black, indigenous and people of color) employees are more likely to prefer remote or hybrid work.

In the case of setting quotas, machine learning can be used to accurately predict territory revenue, territory gross margin or any metric that resides in the sales compensation plan and requires a quota to determine incentive payout.

For WorldatWork Members ;Show Me the Gratitude — The Effect of Recognition on Employee Engagement , Workspan Magazine article; ;Finding a Balance: Blending Incentives and Recognition , Workspan Magazine article; ;Develop Personalized and Inclusive Recognition Programs for Your Hybrid Workplace , Workspan Magazine article; ;How You Know When Your Recognition Program Is Working , Workspan Magazine article; ;Incentives and Recognition: An Evidence Review , Journal of Total Rewards article; For Everyone ;Recognition and Rewards in a Time of Crisis , Workspan Daily article; ;Employee Trust Is a Problem (that TR Pros Can Help Address) , Workspan Daily article; ;Use Meaningful Feedback to Boost Employee Engagement , Workspan Daily article; ;Career Well-Being Drives Engagement and Retention , Workspan Daily article; A simple “thank you” and “job well done” can go a long way in the workplace.

In traditional plans, new hires must make an active decision to enroll in retirement saving plans.

Very few organizations have used scenario-based planning to anticipate an event like the pandemic, enabling them to have a response formulated for large exogenous shocks.

During succession plan discussions , a manager might ask if the employee has any retirement plans to better inform workforce planning and business stability.

The rule will also require affected employers to implement pay structures to compare pay levels based on gender-neutral criteria and include gender-neutral job evaluation and classification systems.

In a memo sent Wednesday, Jan. 22, to the leaders of U.S. departments and agencies, Charles Ezell, the acting director of the Office of Personnel Management (OPM), laid out formal plans and a deadline to immediately return employees back to the office on a full-time basis.

This is part two of a two-part Future Look examining the growing interest in long-term remote work for companies and what challenges might lie ahead.

;Discover how to assess internal pay equity, market competitiveness, and overall compensation plan effectiveness.