What are organizations doing to improve performance?

Eighty-six (86%) are offering higher salaries to new candidates and another 81% are offering signing bonuses to attract more employees, the survey found.

“Employers are leaving no stone unturned in their battle to find and retain talent,” says Lesli Jennings, North American leader of careers, rewards and careers at WTW.

“While improving compensation programs can help employers recruit and retain employees, employers recognize that they need to attract drivers in addition to compensation and fostering connections with those who work.”

Almost half of the companies surveyed (44%) are raising total compensation, while 23% said they have already done so to deal with “significant attrition,” WTW reported.

But those who do this should remember some things about future payments, because things will inevitably change.

“While the talent crisis may seem dire now, employers must consider the long-term consequences of their actions, especially in relation to sources of compensation and concerns about the internal relationship between rewards for new hires and rewards for part-time employees. long,” he said. said Lori Wisper, director of operations and awards for global solutions, WTW.

Money talks

For those looking elsewhere, salary considerations continue to be very high, according to another study conducted by ADP.

Eighty-eight (88%) say compensation is a top priority and nearly a quarter (27%) of workers say they received a raise in the past six months.

But according to an ADP expert, organizations would do well to expand their offerings away from financial considerations alone.

“Although many have started a new job, employers also need to focus on people who have not left their job. Now is the time to ‘get big’ and have a culture of appreciation,” says Ed Yuen, vice president of strategic and HR outsourcing at ADP Canada.

Fees based on location?

Some companies are taking a hard look at their payroll in light of the new reality, found another report from WorldatWorkand 13% are thinking of changing wages based on location.

“Locational pay has been around for years but in the past it was related to an organization’s multiple workplaces rather than work, including employees’ homes, such as remote work,” says Alicia Scott-Wears, CEO of WorldatWork. for the content of all awards.

“With the rise of remote work in the past two years, these concepts and principles have needed more attention and communication.”

Happy employees use emojis

For organizations looking for anything to help them in their quest to keep employees happy and productive, a university study has come up with a new way to measure employee sentiment: look at the emojis.

By developing a machine learning algorithm to track emoji usage, researchers found that people who use emojis in work-related conversations are more likely to drop out of their training than those who don’t use emojis.

On the other hand, the study found that programmers (the focus of this study) who have never used emojis are three times more likely to quit working remotely, says Xuan Lu, a research fellow at the School of Information at the University of Michigan. in Ann Arbor.

The group said that for people who rely on these beautiful accessories and sometimes playful, they can express their feelings with their work.

“For example, they may be very happy or they are willing to express their feelings. And we find that people who use emojis… are much happier than those who don’t use emojis,” says Lu.

Emojis can also help drive conversations and strengthen relationships between coworkers, he says, and “serve as a great way to express their feelings.”