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Since most employers offer more than one medical plan option, Mercer experts said employees may consider a non-traditional, high-performance network plan designed to help consumers access providers pre-selected based on quality and cost, which may offer lower out-of-pocket costs.

I believe that this reflects a change in program design rather than a retreat from performance-based incentives.

For some statistical proof: ;Only 30% of individual contributors want to become people managers in the next few years — with a similar percentage saying their managers are too stressed out to support them, according to a LinkedIn survey of more than 10,000 professionals.; ;47% of top performers would decline a promotion to management, according to research from employee engagement platform Happily.ai.; ;Only 6% of Generation Z workers say their primary career goal is to obtain a position in senior leadership, Deloitte uncovered in its 2025 Gen Z and Millennial Survey.; “The manager role isn’t particularly enticing,” said Sue Cantrell, the vice president of products and workforce strategies at Deloitte Consulting LLP.

Of the 56% of organizations with moderate to extreme flexibility for allowing full-time remote workers to voluntarily relocate, 70% of the requests, on average, are prompted by the employee while only 30% are on behalf of the business.

And while there are certainly benefits to offering this type of compensation package as an organization, there are also several important details to consider before moving forward with such an endeavor.

For example, Macy’s is increasing its investment in underrepresented designers, brands and business partners, products and service providers across the Macy’s and Bloomingdale’s brands “to amplify diverse voices, create more choices and expand opportunities for our colleagues, partners and communities,” according to the organization.

The survey also found an increase from 30% to 38% in the use of a job title to determine eligibility for some compensation programs, and one-third of those surveyed use titles to reward current employees — a 74% increase from the previous survey.

Among surveyed daily AI users: ;30% say they are actively looking or interviewing for a new job.; ;31% strongly agree they’re scared their job could be replaced by AI.; ;Only 21% say they feel connected at work, compared to 30% to 33% of workers who rarely or never use AI.; “Engagement isn’t just about whether employees like their jobs,” said Nathan Soto, a career expert at Resume Genius.

The EEOC later commissioned a study by the National Academies of Sciences, Engineering and Medicine, which noted that a substantial portion of the data collected contained errors and was unreliable, but that , in general , this type of data could be useful if the collection process were improved.

The survey results, which used data analyzed by Equilar , included pay data for 344 executives at S&P 500 companies who have served at least two full consecutive fiscal years at their companies, which filed proxy statements between Jan. 1 and April 30.