How are you incentivizing employees who temporarily have a heavier workload due to a hiring freeze? Select all that apply.

Talent Management & Performance Capacity Planning

Flexible work hours51%

Hybrid working59%

Additional PTO50%

Training opportunities30%

A one-time bonus18%

Other (please list in the comments)22%

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VP HR - EMEA in Manufacturing2 years ago

Just a 'thank you' and genuine sharing appreciation for going the extra mile will do wonders too.

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Looking for input on how organizations are preparing for California’s new AB 692, which will restrict training repayment agreements, stay-or-pay provisions, and other clawback-style requirements starting January 1, 2026. This could affect sign-on bonuses, relocation packages, training reimbursements, and similar incentives.

I’m curious what others are considering.

Are you planning to remove clawback language from offer letters?

Restructuring or eliminating sign-on/relocation bonuses?

Changing payout timing (e.g., paying after one year)?

Moving to alternative incentives that don’t trigger repayment issues?

Any early insights or approaches would be very helpful.

Has anyone been successful in creating a global HR calendar for HR employees? We're struggling with a way to both visualize and communicate out a calendar that encompasses our global HR processes/events that also takes regional nuance into account.

Do you have remote employees on your team?

Yes87%

No12%

Does anyone have a volunteer program guide or policy they would be open to sharing? I am working on enhancing our current program and would love to see what others have done.

Hiring managers, generally speaking (for any level, department, etc.), do you give preference to candidates who send a follow-up/thank you note after their interview?

Yes, I won't hire them without this3%

Yes, they get points, but not a dealbreaker76%

No, I don't care/this is an antiquated practice19%

Depends, I'll share a comment1%

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