Where do you begin? It is all so overwhelming! In a matter of weeks, your entire world has turned upside down. Your typical daily routines no longer exist, and you are frantically trying to accept the new normal and move forward in uncharted territory. The past routine of children attending a brick and mortar school now seems so simplistic by comparison. You make their lunch, double-check that they have their homework ready, and ensure that they arrive to and from school safely. While they are at school, you maneuver through your daily commute and work your full-time job. After school, you shuttle the kids to their extra-curricular activities, help them with their homework, provide dinner, and tuck them into bed at the end of the evening. It all seems a bit quaint now

You won’t be the first company to do it. One of the most common questions from CEOs when it comes to compensation is, “What are our peers doing?” When faced with a genuinely unforeseen event, many do not want to hear the answer to this question.

I often wonder if some company has figured out the secret of making their pay as pleasant as even the lamest vanilla ice cream. Is it possible? If so, what would it take? Would 15% more base pay make the difference? 50% more? We know that tons of money in incentive value doesn’t work. Tons of people have amazing incentive pay packages, but dissatisfaction remains an issue.

If you know exactly why you have a specific incentive plan, then you can actually design, communicate, manage, and administrate that program correctly. The intent of the plan must be strong enough to have enough gravitational pull to keep every other component in its place. Defining this intent requires regular questions and very thoughtful listening.

Editor's Note: It's always a good time for a Classic cautionary note, brought to us today by Dan Walter, on how we use data to support our decisions - in compensation and beyond!

We have written about gratitude, the new normal, and burnout. Are we over this yet? I know we are all over it, but the reality is, this IS our new normal. We may get back to some normalcy, but what remains is our reality, and will it be different.

We are not presented with many truly transformative opportunities moments in our careers. I can think of only two or three in my own career. But proactivity is the key to success. Those who leaped ahead of the pack were always those who saw the opportunity and drove the change. Your time is now if you are motivated to make it happen.

Editor's Note: A well-timed Classic post from Dan Walter on how to do your job when your plans no longer fit the reality of what you're facing.

Most of us understand that motivated and well-informed employees make efficient and productive teams. The benefit of these teams is individuals that give their best for the success of the business. This has always been instrumental within organizations, and it is more important than ever in the current environment. We need to be more conscientious of what employees need to ensure we are providing what it takes to support our teams. This can include everything from understanding motivations to making sure there is a thorough understanding of the organization’s strategic direction and the contributions needed to fulfill these goals. Regardless of employee tenure, it is crucial to everyone’s success to understand their role in moving the business forward. We have informed, and reset expectations regularly to ensure individual and team success.

As we start to see a return to the workplace, many employees are feeling uneasy about what work-life now means. Whether you sit at a desk or wait on customers, one common theme that we hear is – it is just bizarre. We now wear masks, socially distance, and in some cases, work behind plexiglass dividers. This environment can truly have a dystopian feel. How do you avoid a dystopian workplace while keeping employees engaged but not weirded out by the whole thing

Remote work isn’t going away. The best companies will not only adapt to this reality, they will embrace and capitalize on it. The best companies will plan for a new world where…

You only have a few runways, and each task requires new processes, rules, and ongoing communications. You may need to choose between finding the best solution to fix executive pay and finding a smooth transition to paying people who are returning to work. There is no rule book. Every task may not be…