In the past, professionals used to seek out companies that could offer employment for the whole of their career—the so-called “job for life”. Those days are long gone, and the average American will now have 12 jobs in their lifetime.

We’ve talked before about how it’s sometimes hard to communicate Total Rewards to employees, especially younger workers. Employees don’t always see beyond their paycheck, and employers struggle to show the value of less tangible benefits.

Last year saw one of the most unexpected Total Rewards trends in recent memory. Remote working, which employers had hastily adopted during the pandemic, suddenly became a must-have benefit for employees.

Does your company offer an amazing employee experience? Before 2021, most HR leaders would have answered yes. But then The Great Resignation happened, which caused many employers to question the fundamentals of their HR strategy.

Do your people feel adequately rewarded for their contribution? It's a question that keeps many HR managers awake at night. Often, you may not realize that there is a problem with your Total Rewards strategy until it's too late, and disaster strikes.

Leaders spend a lot of time worrying about making their salary structure competitive, and with good reason. Compensation is key to employee retention. If the guys in the opposite building are offering a 20% pay bump, then your employees are going to feel sorely tempted to cross the street.