Think about this office situation: Because the pandemic recedes, workers in Firm X are given the choice of returning to the workplace or working remotely. Mary decides to return to the house workplace in New York. Her former workplace mate, John, decides to stay in Omaha, Neb., the place he has been residing for the reason that pandemic started.
They’ve the identical titles and the identical obligations. Ought to in addition they have the identical pay?
That is only one of many compensation points firms are prone to wrestle with in coming months, as companies reimagine how you can pay and reward workers in a world the place some employees could not return to the workplace.
“The distant workforce is right here to remain,” says Susan Schroeder, a companion at Compensation Advisory Companions, a nationwide compensation consulting agency with places of work in New York, Houston, Chicago and Los Angeles. “With that comes a shift in compensation buildings.”
Provides John Boudreau, a professor emeritus of administration and organizations on the College of California’s Marshall Faculty of Enterprise: “We have now to confess that we don’t know [what the best policies are] and that there’s going to be immense alternative and variation.”