After living in the Tri-Cities for ~ 5 years, I could say I've definitely had my fair share of Korean food. As you all may know, Coquitlam is also commonly known as "Koreantown", home to one of the larges Korean communities in North America. It's almost like a hub with lots of Korean businesses and … Continue reading Oz Korean Cuisine
Pho 99 is a well known Vietnamese cuisine franchise best known for their noodle soups translated as “pho”. As a kid, I grew up eating pho as both my parents lived in Vietnam for over almost two decades before settling in Canada so having Vietnamese was very common in my family household. Every so often, … Continue reading Pho 99
Snowy Village is a dessert chain from Asia that specializes in Korean shaved ice known as “bingsoo” or “patbingsu”. To date, they have a total of three locations here in the Lower Mainland: Richmond, Vancouver, and their addition in Coquitlam. You can read my about Richmond review here. What I love most about Snowy Village’s … Continue reading Snowy Village Dessert Cafe
Osamu Sushi has been operating at the same spot for 22 years in the Tri-Cities area. If that isn't impressive enough, the sushi chef himself is also Japanese. Does that make this place authentic enough? Well, not exactly. The place has grown so much over the past few decades that the menu itself has catered … Continue reading Osamu Sushi
Miracle Waffle Bar is a dessert café that specializes in sweet and savoury liege and brussels waffles in Coquitlam. Brussels waffles are rectangular in shape and have a lighter and crispier batter. Liege waffles, on the other hand, are made with a thicker batter similar to bread dough and are thick and sticky in texture. … Continue reading Miracle Waffle Bar
Do you ever find yourself craving the same food for days in a row? With the exception of sushi of course because I could eat that every day….Well, that happened to me! Prior to my flight departure to Southeast Asia, I revisited Ta Bom for round two (just two days after the initial visit)! You … Continue reading Ta Bom (2nd visit)
Living in the Tri-Cities area, I’m constantly spoiled by the influx of Korean restaurants. The newest addition is Ta bom, a Korean restaurant located in Port Moody known for their Korean barbeque meats served on hot plates that can be dipped with cheese. This place is truly a hole-in-the wall as I actually heard about … Continue reading Ta bom
Over the years, Chada Thai has won several awards in the Tri-Cities for their delicious Thai dishes. Recently, the restaurant underwent change in ownership due to the passing of the previous owner. The father of the owner took over the business and tried his best to manage the restaurant for as long as possible but in … Continue reading Chada Thai Fine Cuisine
Pizzeria Spacca Napoli is a family owned Italian pizzeria featuring Neapolitan style pizzas cooked fresh in their feature wood burning oven imported all the way from Italy. The success of a good Neapolitan pizza depends on the oven, dough, water, and the way it’s being cooked. I had a disappointing experience at Via Tevere Pizzeria last … Continue reading Pizzeria Spacca Napoli
make passive income money from home now near me in Surfside, CA | make residual daily income from home now on the side in Blackwater, MO
We sat down with Tom McMullen, senior client partner and North America rewards expertise leader at Korn Ferry Hay Group.
When was the last time you looked at a breakdown of your total rewards spend? Are you getting the return—in engagement, motivation, retention—that you’re striving for?
Many HR professionals are asking themselves the same questions, wondering whether traditional reward strategies like the annual 3% pay bump really makes any difference.
To get some answers, we sat down with Tom McMullen, senior client partner and North America rewards expertise leader at Korn Ferry Hay Group. We asked him why salary increases have remained stagnant, trends in evolving pay practices, and how transparency is changing some companies’ reward strategies.
Base salary increases have been hovering at a median of 3%. This is primarily due to relatively low inflation and a continued cautious economic outlook by many U.S. businesses. Organizations are generally reluctant to unnecessarily increase their fixed labor cost base (i.e., base salary and benefits), but are quite happy to pay for performance via their variable pay programs – assuming they indeed get performance.
We’re seeing a few things. There is increasing chatter around rethinking the traditional merit increase pool in organizations. Senior leaders in some organizations are convinced they are not getting much value from the 3% being spread across its vast majority of employees.
Organizations are rethinking whether well-paid employees (relative to the market) should be slowed down in terms of their pay increases and the lower paid employees’ pay increase timing being sped up.
On the variable pay side, we are seeing more focus on ensuring the right performance metrics are in place in incentive plans as well as the right weights between corporate, team, and individual performance and between financial, operational, customer, and human capital performance.
We’re also seeing a tighter coupling between talent management and reward processes where more organizations are instituting new key talent reward programs that provide additional base salary bumps if warranted, as well as restricted stock grants or cash awards above and beyond the annual incentive program.
First of all, I would advise organizations to have a component of their reward strategy that articulates the principles around reward communications and transparency. Too often we find that organizations haven’t really thought this through and haven’t included anything in their reward strategies around the degree of transparency in their reward communications.
We also find that many organizations also haven’t engaged and aligned their key stakeholders (i.e., board, leaders, managers, and employees) around this topic. There are multiple facets for reward communications and transparency that should be considered, including:
This emphasis on reward communications and transparency will only increase. We have already seen national and state-wide initiatives on gender pay equity, CEO pay ratios, and more transparency on websites around organization practices around compensation market data and perceptions about compensation and benefits.
Headed to Chicago this week? Be sure to drop by Globoforce's candy booth #1610 and check out our sessions o...
Learn how Google, Accenture, and GE motivate their people, and don't miss our webinar this Thursday on the ...