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Members can access additional recent WorldatWork research: ;2026 Priorities of Total Rewards Leaders; ;Compensation Programs and Practices; ;2025-2026 Salary Budget Survey; ;Total Rewards Inventory of Programs & Practices; The ‘Table Stakes’ Trap: Strong Satisfaction, Weak Commitment Surveyed workers reported relatively high satisfaction with traditional, “table stakes” rewards: ;77% are satisfied with their overall benefits.; ;73% are satisfied with offerings related to employee well-being.; ;69% are satisfied with their compensation.; However, the data showed this satisfaction doesn’t translate into retention.

Nine of them are more than 75% male, and the rest are relatively evenly split between men and women.

Many are also in different phases of life relative to college students — parents, for example, appreciate the flexibility of being able to work from home.

Considered to have been coined by business software company RotaCloud, resenteeism is a close relative of quiet quitting, but with a current-events twist.

The State of the EU Directive compliance will likely be a significant shock to the system for employers in many EU countries; however, some countries, such as Belgium and Spain, have minor pay gaps and robust reporting requirements in place relative to many of their EU counterparts.

“Employers can provide this at a relatively low cost, and it can also serve as a springboard if they want to add programs like a matching repayment contribution or others,” Amendola said.; ;Student loan repayment matching contributions.

“Since salary increase budgets are a direct reflection of this dynamic, we can expect a period of relative stability for salary increases for the foreseeable future.”

Employee listening also sheds light on how pay, benefits and well-being programs are valued relative to other components of the broader employee value proposition, like career opportunities.

“They’re relatively easy to use, and that has opened up a new fleet of what I’d call neophyte hackers with powerful tools in their hands.

.; ;Flexibility, personalization and equity-focused reward practices continue to rank lower relative to other factors.