Blog · Page 5

Understanding what is important to employees can help us give them the experience we want them to have, and enable us to make better decisions about how to reward and motivate them.

Establishing pay equity within a company goes beyond merely setting a pay scale and generating reports. It requires intentionality, commitment, and a thoughtful review of your HR processes.

As we continue our series on building a high-performance organization, we look at how to create a more people-centric culture based on continuous feedback and timely rewards.

What makes some organizations perform better than their peers or competitors? Why so some organizations achieve their goals, while others don’t?

Traditional approaches for measuring and managing culture in financial institutions have done little to predict and prevent bad behaviors and outcomes. A new approach is needed.

A high-performing organizational culture is key to success. Technology based on a new employee-centric model can help you move your business to the next level.

Learn how compensation analytics can help to keep costs in line with revenue to maintain a healthy, profitable company.

In an age of remote and hybrid work, learn how you can cultivate belonging in the workplace, and the secrets to making employees feel connected.

For organizations striving to attract workers and create a thriving and inclusive workplace, encouraging diversity, equity, inclusion, and belonging (DEIB) is a critical imperative.

See how performance management practices and software can support diversity, equity, inclusion, and belonging goals.

While there are many benefits to pay transparency, it's not always easy to achieve. The right tools and strategies can help to make pay transparency a reality.

See how you can apply AI to transform your rewards management to efficiently and effectively attract and retain top talent, improve productivity, and increase employee satisfaction.

Learn why HR practitioners are challenging traditional system-focused performance management and adopting more people-focused management styles.

In a remote or hybrid workplace, how can we help our people deal with mental health issues without the real-time observation that we have in the office?

Here are 5 key differentiators that can turn feedback into a sustainable ongoing habit that lives on and deepens in value over time.

Pay transparency and equal pay are no longer just ideals in the European Union. Learn what you need to do now to address the European Pay Transparency Directive.

Women are 20% less likely to receive actionable feedback that can contribute to their performance and growth at work. How can women get the feedback needed to succeed?

Bring greater efficiency and a better experience for all stakeholders to your next comp cycle by viewing your post-mortem through three lenses: people, process, and technology.

Normally take compensation very seriously, but in honor of April Fool’s Day, here's our not-so-serious take on some of your favorite compensation vocabulary terms.