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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If we want recognition budgets to actually make sense, what factors should decide how much each business unit gets beyond just headcount and employee or unit performance?

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.

What’s the most important skill for effective communication?

Honesty4%

Clarity26%

Tact28%

Active listening36%

Open-mindedness3%

Empathy1%

Other (comment below)

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Do you have remote employees on your team?

Yes87%

No12%