Is compensation always-on?

So from your perspective, what does always on compensation actually mean to you?

Yeah, great question.

For me, always on starts with continuously listening and continuously monitoring.

So monitoring the market better than a individual person or a team of people can do 24-7.

Always listening to what's happening inside the workforce and really continuously monitoring and listening for all the various signals that have been hard to tell a holistic picture and story of historically.

So think about recruiting signals, how jobs themselves are evolving, what what jobs are now.

popping up in surveys that, you know, took multiple years to get data for, to show up, et cetera.

So the monitoring and the listening are the two big things for me.

And I just wanted to kind of apply an example to that.

So if we take hot jobs, for example, pick your job, forward deployed engineer, et cetera.

So there are roles today, we're waiting 12 months to revisit the market just is too long and it's an old concept.

If we apply that to other practical examples of say a real estate agent advising a client on last year's mortgage rates, that wouldn't work, right? Or a financial advisor not considering what has happened most recently in the market.

So I think comp is catching up to really the latest and greatest and needing to be more agile of thinking about really dissecting what can be an annual rhythm and what can be, where are the areas where we need to really respond much quicker and So I think if you surface compression, equity, market concerns, all of that critical information while the decision is being made, you're going to have a much better opportunity to make a good decision the first time instead of needing to correct it in a big annual cycle, a equity cycle, annual review cycle.

So I think, again, just a lot of the signs, I think, are pointing to a more modern and proactive way that we can work through comp issues.

Yeah, I mean, I think the first time I started seeing in more recent times people adjusting their compensation processes to be more always on was during the Great Resignation, you know, where we had the whole issue of pay compression happening so quickly.

We had people moving jobs and, you know, we did start to see organizations like monitoring a new hire coming in.

What impact was that having on pay compression? And then like doing internal equity adjustments.

So that was something outside of the normal cycle or something that might have work.

So I think that was when I first started to see it in more modern times.

I mean, there was a point back in about 2015 or 18 when everyone declared that the performance review was a worthless corporate ritual and we were going to move to continuous performance management and then obviously comp would follow.

That never happened.

But today, as you say, it's more about skills, skills evolving, AI changing jobs and And that's what we're having to respond to.

It's not necessarily the pay compression angle.

It's just like work is changing.

And the skills that we need for people to do that work is becoming hot and then cold and then hot, you know, in a shorter cycle than the annual cycle.