As organizations evaluate their annual and long-term incentive plans for 2021 in light of the pandemic, there are several options that they will need to consider. And while each organization will have a unique situation (e.g. some organizations are still in recovery phase or survival mode whereas others are in growth mode), this article provides …
While the pandemic continues to impact the lives of many in a variety of ways and at varying levels of magnitude, much has been reported about the disproportionate impact that the crisis has had on working women. In many cases, working women are more likely to have to take time off from work or resign …
Pay equity– compensating employees the same when they perform the same or similar job duties while accounting for other factors, such as their experience level, job performance, and tenure with the employer (SHRM)–continues to be a priority for many organizations. And as this topic becomes increasingly important, many HR and Total Rewards leaders are reviewing their …
Pay transparency–allowing every employee to view what his or her colleagues earn–is a topic that generates much debate. Whereas some feel it fosters resentment among team members and limits employers’ bargaining power in recruitment, proponents such as Women’s rights activists advocate for full pay transparency “as the increased visibility encourages businesses to establish a standard of equal …
Pay transparency, in general, is the degree to which employers are open about what, why, how and how much employees are compensated, and the extent to which they allow employees to share pay‐related information with others. In recent years, several companies have taken measures to introduce pay transparency, either during recruitment or for internal compliance. …
Attracting and retaining top talent usually requires a strategic approach to compensation, career pathing, better benefits, and more varied and incentivizing ways to reward performance. To gain insights into these areas, the 2020 Compensation Best Practices Survey gathered responses (nearly 5,000) from November 2019 to January 2020 across the US and Canada. While this 60-page report contains …
A survey from WorldatWork and Mercer found that 67% of organizations report pay transparency as increasing in importance at their organizations. However, only 14% of organizations have approached pay transparency beyond a “moderate” level. Pay transparency was defined as the degree to which employers are open about what, why, how, and how much employees are compensated, …
One lever of effective talent management is the ability to incentivize and motivate employees to achieve an organization’s financial goals and business strategy. In the context of executives, this primarily happens through executive compensation. In this HBR article, the question is raised: Have conventional, performance-based, long-term equity plans that pay out against financial and 3-year strategic …
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