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Research indicates that companies that embraced innovation produced higher total shareholder return (TSR) (BCG, 2020), with McMullen and Lash (2014) finding that the “best companies for leadership” are more likely to reward innovation and collaboration.

The participating exec comp thought leaders are: Doug Friske – Managing director, WTW, an HR and executive compensation consulting business;Shane Meredith, CECP – Vice president, Total Rewards & Coworker Experience, CDW, a provider of technology products and services;Michael Perloff – Managing Director, Global Head of Total Rewards, Apollo Global Management, an alternative asset management and retirement solutions company;Renee Rudoph, CECP – Vice President, Total Rewards, General Mills, a multinational manufacturer and marketer of consumer foods;Athar Siddiqee, CCP, GRP – Vice President, Total Rewards, Micron Technology Inc., producer of computer memory and computer data storage; Here are some of the highlights of that discussion: WORLDATWORK: There is an ongoing debate about discretionary and formulaic executive compensation plans.

Employees have made it clear that they want flexibility in how and where they work,” said Alicia Scott-Wears, director of total rewards content at WorldatWork.

Retirement program participants generally prefer to think in terms of periodic income, not total savings.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Compensation; ;Organizational Performance; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

As with any type of disruptive phase, companies that reinvent themselves — focusing on technology that allows them to adapt to market pressure and customer needs — will be the clear winners.

The skills taught at allyship programs help men develop these types of skills, including generous and spacious listening, trust building and disrupting bias and sexism.

This growing focus includes customers, key stakeholders and new types of workers such as contractors and gig employees, as well as community members.

The charts below show the total expense over the life of each award and the total dollars delivered to the recipient.

Logically, benefits strategies, as an integral part of the total rewards strategies, emerged as a critical lever for effectively managing the new employer-employee relationship.