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Engineering is among one of the industries more dramatically impacted by COVID-19 as the work shifts with demand. In markets and regions where the demand declined due to the pandemic, so did the opportunities. Smaller organizations had to take a "survivor approach" to managing through the pandemic, larger organizations looked for cost containment and flexibility, career progressions have been detoured, and all companies want to understand how others are operating.
Focusing on investing dollars in what matters most must be top of mind and Mercer can help. We have the data and insights to help you set the right compensation strategies, develop tactics that keep your existing workforce engaged, and plan effectively for the future.
Focusing on what matters most to your existing workforce is key to your company's success. Mercer has data and insights that can help you assess your current workforce, define the right compensation strategies, and strategically plan for what’s ahead.
Employee engagement is key to leading with empathy, which is a top concern for employers, according to Mercer’s Global Talent Trends report. But employee engagement is not a one-size-fits-all approach. And deploying an engagement survey is not the first step. Take a look at engagement tools that can help you get the best out of your brightest by listening to your employees.
Do your policies and practices need a revamp given how quickly the world of work has changed? Mercer’s reports cover that and more, such as relocation, compensation administration, paid time off and benefits and perks. All go into creating an employee value proposition that supports your talent strategy. Find the information you need today.
When making difficult choices related to layoffs, furloughs and hours-cuts, it’s important to remember that how your organization treats departing employees has a lasting impact on your employer brand. Get the tools you need to handle these tough decisions gracefully and be conscientious of your impacted employees’ well-being.
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