Too many managers allocate their merit budgets like spreading peanut butter: same amount evenly spread. … More Courage, Peanut Butter and Talent Retention
Let’s not be anxious about what we cannot control, and live each day well. … More The Pandemic is not in charge
There’s so much out there concerning employee experience, engagement, EVP, employer branding, etc. It’s all good and it all makes a difference. We seek to “win hearts and minds” as we should. That’s the total rewards approach. But I propose that it starts with competitive pay, especially for those we most want to retain. Consider: … More Retention starts with competitive pay for value. Loyalty is not value.
Are you rewarding people for showing up sick? … More Showing Up Sick–Are you Rewarding it?
Join FTR’s Asia PayPulse Survey to have salary budget data and strategy trends for your 2022 planning. … More The Asia PayPulse Survey is Open
For 2021, the key priority for many organizations will be ensuring bonus costs are strongly correlated with financial results. … More Smart Incentives for 2021
Under a salary freeze? Ten tips for thawing your freeze effectively. … More How to Thaw a Salary Freeze
This is the fourth and final (?) installment in my series on Total Reward Strategy. Good thing I procrastinated long enough to gain my best tips on when to change your strategy. You see, this damn pandemic is teaching us that reward strategy should be reevaluated when there is a significant change in external factors, … More When to Change Your Total Reward Strategy
2020 will be the year we moved from global mobility to talent mobility. … More Reward Considerations for Business Crisis #5: Talent Mobility
During a financial crisis, get your variable pay right. … More Reward Considerations for Business Crisis #4: Variable Pay