Companies have experienced massive changes in the last few years due to the pandemic, remote work/flexibility, cultural shifts, and a competitive talent market. In this environment, companies have many questions regarding the design and administration of their long-term incentive (LTI) / equity platforms. Here are four questions to determine the needed changes in your long term incentive plan.

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This job market and the behavior of candidates and employees is challenging, to say the least. Add rising inflation to the mix and it’s no wonder your HR people are feeling stress like never before. With continued attrition and hiring challenges, coupled with rising inflation, how did employers adjust pay for 2022?

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Mercer's Liz Elliott discusses opportunities and obstacles for employers seeking to fill tech roles in Canada.

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Looking to brush up on the basics of LTI? This article, written by one of Mercer’s Talent Consultants specializing in executive compensation, will take you through the pros and cons of different long-term incentive strategies.

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A recent Mercer study found that 44% of HR professionals consider data quality and data reliability to be top reasons for choosing one human resource survey provider over another. With this in-depth overview of our quality processes, learn exactly how we compile and curate top-quality Mercer data for every single survey we publish.

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Reliable survey data is now more essential than ever in today’s hyper-competitive labor market. Survey participation gives you the edge in shaping the future of your workforce.

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Over the last several years, this has been largely a “rinse and repeat” process for compensation teams as budgets have remained steady at 2.5% to 3%. But pressures have continued to mount over the past several months with both inflation and quit rates being at 20-year highs. This has resulted in many employers taking a harder look at compensation plans for 2022.

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