It is more important than ever before for businesses to move fast in differentiating themselves in their last-mile capability. As necessary as it is to move quickly, it is also vital to make decisions that will stand them in good stead for the longer term. Read on to hear how this important shift is impacting retail.

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Though the headlines would have you believe that employers are all reducing their workforce and cutting pay, according to Mercer’s May edition of the 2020 US Compensation Planning Pulse Survey, that doesn’t exactly seem to be the case.

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With the uncertainty and instability from the global pandemic, it’s important for businesses now more than ever to be ready for the unexpected. If an executive or key player in your company needed to step back, would you be ready to fill the gap that person left behind?

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Mercer’s Global Talent Trends found that in North America, most employees (63%) believe their organization does not effectively balance economics and empathy when making decisions. Leading companies listen intently to their people and show they care by nudging them towards brighter futures.

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Many cities and states are establishing a $15 per hour minimum wage. How are retailers responding? They’re not all rushing to proactively comply. Instead they are considering how they reward and motivate employees beyond pay.

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Layoffs are a challenging time for all involved. Following these five best practices for communicating layoffs to remaining employees will help to ease the transition and set up the organization for future success.

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Times of uncertainty naturally make us feel overwhelmed and anxious. It's tempting to spend time on other essential activities and choose not to participate in compensation and benefits surveys and maybe to even consider compensation surveys as a variable cost that you can reduce this year. Not now; you’re going to need this data.

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Times of uncertainty naturally make us feel overwhelmed and anxious. It's tempting to spend time on other essential activities and choose not to participate in compensation and benefits surveys and maybe to even consider compensation surveys as a variable cost that you can reduce this year. Not now; you’re going to need this data.

Read article >