Gartner Research

How We Will Work in 2028 Demands Changes in How We Will Reward

Published: 27 March 2018

ID: G00350647

Analyst(s): Lily Mok


The future of work disrupts the traditional workplace, employment models and work relationships. How we reward people must align with the new reality of where, when, why and with whom we will work. As a result, CIOs must partner with HR to adopt a modernized total rewards strategy.

Table Of Contents


  • Reward Implication 1: The "We Working" Model Forces Change in the Basis of Compensation and the Decision-Making Process
    • From "Paying the Job" to "Paying the Person" With a Renewed Focus on Skill-/Competency-Based Compensation Models
    • From a "One-Size-Fits-All" Pay Mix to an "Opt-In," Personalized Pay Mix
    • "We Rewarding" Drives Ownership, Equity and Transparency in Pay Decision Making
  • Reward Implication 2: Constant Upskilling and Digital Dexterity Development Will Raise the Value of Career Rewards in Attracting and Retaining Top Talent
    • From an HR-Owned, Standard Job-Based Career Model to a Talent-Led, Adaptive Talent Marketplace Model
    • Put the Individual First — "One Size Fits One"
    • Link Rewards to Constant Upskilling and Development
  • Reward Implication 3: Extreme Work Choices Will Drive More Flexibility, Transparency and Trust in Rewards Management
    • Pay for Output and Incentivize for Discretionary Efforts
    • Address Risk, Compliance and Regulation Challenges
  • Reward Implication 4: Performance Rewards Design Will Need to Align Incentives to the Shift in Machines Becoming Humans' Co-Workers
  • Reward Implication 5: Nonfinancial Rewards Will Be Key to Fulfilling Purpose, Passion and Work-Life Balance Needs

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