Long-term incentives are considered a standard piece of the rewards package and key drivers of engagement for many employers and employees. However, selecting the right performance metrics and determining how outcomes lead to payout are critical to ensuring this vehicle is able to drive home alignment to the company’s overall success. Read through the helpful tips and considerations shared by Ryan Cameron, one of Mercer’s incentive design experts to find out if your LTI plan is in need of a tune-up.

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There are many different structure designs and not all support the same sort of pay management. Let’s take a look at the many different types of pay management constructs and consider how they might work for various employee populations and organizational cultures. Do you have the best pay structure for your organization?

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As the world of work continues to change, what does that mean for pay? Employers are considering different ways to motivate employees and drive performance while being able to source the skills and talents they need to compete in a rapidly changing environment. Take a look to see....

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Understanding whether or not your compensation program is competitive is a fundamental question that you'll likely have to address if working in human resources. What exactly does 'competitive' mean and how do you find out? Read on for some helpful tips.

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Actual merit and total increases delivered in Q1 of 2023 indicate that employers are tapping the brakes on compensation. Take a look at how their spending compared to budget as well as their approach to other pay adjustments and pay transparency.

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Employers are actively managing their total rewards offerings and they're having success! Take a look at the results of our new QuickPulse^™ survey focused on total rewards and recognition to see if your total rewards offerings are adding up.

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Mercer takes many steps to ensure our data and insights go above and beyond in terms of quality and reliability. Explore the many steps we take to ensure we are the trusted advisor for you.

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Mercer associates are being asked, “Why do I need salary surveys if companies are going to be posting pay ranges on job boards?” Let’s look at why relying on job posting for pay information ── and abandoning your market pricing methodology ── would be challenging.

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