Cover Story

Remote is by very nature remote and hence cannot be the in-person experience. Monitoring and measuring remote work is the biggest challenge due to which assigning benefits to it is also challenging.

Ultimately, it's about evolving with the times. By blending flexibility with added benefits and development opportunities, organisations can foster loyalty and productivity, regardless of the employment model.

By prioritizing fair pay, flexibility, personalized benefits, growth opportunities, and recognition, Organisation can make a powerful statement. It signals to top talent that your organisation genuinely values its people and is committed to their long-term success.

Organisations need to keep in mind the stage of organisation, future strategy, market condition, employee needs, and long-term objectives when designing compensation strategies to employees motivated, engaged, and aligned with business objectives.

The study found that 82% of life sciences organisations are offering personalized benefits packages, including student loan assistance, wellness incentives, and caregiving support. This sector is pioneering non-monetary rewards as a key retention tool.

Mastery over ESG-aligned remuneration, incentive plans, and ESOPs, boards must critique pay parity metrics, and total shareholder return (TSR) linkages, ensuring C&B architectures resonate with both organisational sustainability and talent magnetism.

Organisations are adopting different pay structures for different workforce categories in order to focus on specific outcomes.