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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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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Earlier this month, Mercer conducted the 2020 US Compensation Survey – Monthly Pulse. Given the current economy and dynamism of the labor market, we decided to take the “pulse” of employers right now to find out how the COVID-19 crisis may or may not have impacted 2020 salary increase budgets and implementation. Take a look to understand how others are handling merit and total increases for 2020 and beyond.

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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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Many clients have asked about the reliability of our compensation data in light of the COVID-19 pandemic and resulting market volatility. We share that concern and are taking action now so that the surveys we publish in Q3 are relevant and accurately reflect the market. In this brief video Belinda Roberts, Survey Leader for the US and Canada, talks about some of the specific things Mercer is doing now to address these concerns.

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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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