Organizations that are still succeeding and planning for the future have one thing in common – they’re advancing their digital journey. Who are they looking to for help? The tech companies. The pressure on the tech industry to deliver innovative solutions is greater than ever before. And maximizing operational efficiency is critical for these companies moving at the speed of light. Learn about two invaluable tools that can help tech companies thrive today and plan for tomorrow.

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Many of you are now starting to look to the future and plan for 2021. Let’s face it — 2020 has been a doozy. You may have questions about your compensation philosophy, which surveys to purchase, and what other perks to offer employees to keep them engaged. We hear you. Read on to learn how Mercer is responding by taking new actions to provide you with the most up-to-date, accurate data and insight to support your decision-making in this challenging time.

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When it comes to diversity, equity, and inclusion, there are 4 questions that every company should ask their workforce. Are you asking them and effectively listening for the answers?

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You can be confident that using Mercer’s 2020 US MBD/TRS data, published in August, reflects the go forward market. While we did ask employers for additional data, to see if there were additional pay actions as a result of the pandemic, we found that there was very little change. Here is the executive summary of the data refresh for both MBD and TRS within the United States.

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Here they are – the much asked about annual increase and structure adjustment projections for 2021! However, will they continue to change? We think they might.

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Now that remote work has become commonplace, what will the impact be on pay? Tauseef Rahman, a Partner at Mercer, expects the impact to be less than you might expect.

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If we’ve learned anything from the COVID-19 pandemic, it’s that organizations and employees are capable of adapting to change quicker than we ever expected. Businesses and their employees are adapting to new norms while addressing new and unforeseen workforce challenges. Unfortunately, this is forcing HR professionals to make difficult decisions about workforce reductions, whether through employee furloughs, layoffs, or a large-scale reduction in force (RIF). Follow these best practices and RIF strategy tips to help reduce your overall business risk with any future layoffs.

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