Understanding the degree to which employees think, feel, and act, along with their willingness to contribute their knowledge, skills, abilities, and effort, is crucial to the success of an organization. Here are five things to consider when developing or perfecting an effective employee listening program.

Read Article >

Whether you’re new to compensation or an experienced practitioner, every now and then it’s helpful to return to basics to review some fundamentals. Explore tips and tricks from a veteran compensation practitioner.

Download article >

The fourth part of this Sundae Series focuses on employee listening – key for understanding what inspires your employees to connect to your organization with a sense of purpose.

Read Article

Returning to an in-person office environment may be an anxiety-producing event for some of your workforce. As you make plans to return, remember to include on-going check-ins on the physical and mental well-being of your employees. Part of developing an effective employee listening strategy is actually communicating with your employees! Here are some guideline questions to help you get started.

Read Article >

You’ve heard of “pay for performance.” But many organizations are shifting the way they hire and promote from a job-centric point of view to a skills-centric point of view. Perhaps, then, “pay for skills” is a more appropriate way of compensating people to help attract, build and retain critical skills. Here are five things to consider.

Read Article >

This article will provide you with considerations around when to use general industry versus industry specific data – even when to use both!

Read article >

While so many things related to the world of work have been thrust into relative upheaval, annual pay increases and structure adjustments seem to be untouched. With over 1,500 participants combined between Mercer’s US Compensation Planning and Canada Compensation Planning pulse surveys, we have a preliminary view into the annual compensation planning process underway right now. Take a look and see how this aligns with the budget you are planning for merit, total, and promotion increases and for salary structure adjustments.

Read Article >