Will your organization change compensation for a distributed workforce?

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VP, Customer and Technical Operations in Software, 501 - 1,000 employees
We put in a policy, where salaries could be adjusted if they move to another state, although, I haven't had anyone actually decide to do that. It will be interesting, as this drags on, if that becomes something some people want to do. But I think most of my team is looking forward to being able to come into the office. Maybe not every day, but at least a couple of days a week.
SVP & CIO, 501 - 1,000 employees
I'm talking to some people, and I'm like, "Where are you exactly?" And they're like, "Oh, I'm in Hawaii." I'm like, "You live in Hawaii?" And they're like, "No, I just moved over here for a few months." I'm like, "Okay. Someone was way on top of the situation well before I was." So it's interesting how work-from-home now has started to result in people branching out all over the place. They're working from their parents' house. They're working from their vacation home in Tahoe. They're working from a house that they rented in Hawaii. I mean, it's gotten pretty interesting. It's going to be interesting to see how people are able to work themselves back into what normal used to be here in the next, I don't know, year or so. So location is kind of an interesting conversation you're having with people.

We are working closely with the HR team. They have salary bans by role in each geography around the United States, around the world, for that matter. There's always a conversation when someone says, "Hey, look, I want to move to a different place." Especially a different state, as it’s usually a state, but sometimes even a different region within California, for example. There'll be a high-level conversation around what the potential change in compensation for that individual to consider might be, before they make the move. I think it's actually starting to test probably some long-held beliefs around work-from-home... I'm sure all companies are a little different in their culture of work-from-home, but I think those things have been stripped away now. The whole process of where people work is starting to get pretty loose now. I think it's going to become more of the standard rule, and it used to be more an exception. With this whole concept of micro offices and things like that, around where people are working, I do think that companies are going to have to start to change how they operate, because the employees are going to dictate that. The talent is starting to dictate where people want to work, and they're going to start to force companies to change. So I'm already starting to see that where it's like, "Well, maybe we should open an office in Texas." Well, why? Because all of these employees are starting to say, "I want to go to Texas. There's no state income tax. I can live a lot better, a lot cheaper in Dallas, and in Houston, and in Austin." So I think it's forcing some different conversations for sure.
CISO in Software, 51 - 200 employees
We had a couple of people move to Reno, or in between Truckee and Reno in the mountains. We're looking at their non-virtual backgrounds, and getting kind of jealous when they're sitting on their back patio in the snow, and taking their meetings. But in general, we're a pretty dispersed workforce. Our HQ is in Palo Alto, but pretty much just the sales and marketing is in the US. All the engineering and everything else is done in Tel Aviv. So we're not running into too many issues yet. And we haven't come up with the ring system. But we do have people in pretty much every region right now, so I can see how we might adjust that later in the year as this plays out.
CIO in Manufacturing, 1,001 - 5,000 employees
We've had a few people move across the country. I've got a couple of younger employees... They don't have families yet and they had some opportunity to move back east, and live with some of their family, and just see a new place, spend some time there. But we have all these kinds of places that people physically need to be to make product or get product out the door, so we're not seeing a lot of that at this point.
Branch Chief USAccess in Government, 1,001 - 5,000 employees
CIO in Education, 1,001 - 5,000 employees
No, this won’t happen for us either.
CIO in Services (non-Government), 501 - 1,000 employees
Quite frankly, I think those organizations that could out-spend the problems have thrived.

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