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Workspan Daily
07/07/2025
“We see 2 out of 3 workers say they feel stressed planning for retirement,” said Craig Copeland, the director of wealth benefits research with the Employee Benefits Research Institute (EBRI).
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Workspan Daily
07/23/2025
First, they can include annual inflation adjustments in spending estimates, assuming a range of 2% to 3%.
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Workspan Daily
09/08/2025
However, fewer respondents said they plan to include promotions (down 4%), external market adjustments (down 3%), and both retention and internal pay equity adjustments (each down 2%) in their approaches.
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Workspan Daily
09/18/2025
Only 2% of surveyed organizations considered recognition to be a competitive differentiator, and 31% did not consider recognition to be a differentiator at all.
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Workspan Daily
01/19/2026
Analyzing Soft Skills
Communication continues to be a prime soft skills emphasis, but professionalism hitting the No. 2 spot on the ResumeTemplates list was quite unexpected, said Toothacre.
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Workspan Daily
09/05/2023
When considering the structure of a GBS, businesses should also have a handle on the types of employees they are looking to attract.
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Workspan Daily
11/02/2023
“These types of evaluations can pay significant dividends from an attraction and retention perspective,” he said, “[and] ensure appropriate cost management of these programs and compliance with the myriad of leave laws in existence today.”
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Workspan Daily
09/12/2025
A
separate Mercer survey found more than one-third of large employers will offer some type of non-traditional plan in 2026.
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Workspan Daily
05/26/2022
These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.
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Workspan Daily
06/17/2022
Acknowledging that “the workplace is changing,” Microsoft President and Vice Chair Brad Smith wrote in a June 2 blog post that the company respects employees’ right to unionize and does not believe that the organization’s employees or stakeholders “benefit by resisting lawful employee efforts to participate in protected activities, including forming or joining a union.”
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