GreatWork Blog

Building better workplaces through compliance, culture, connection

In today’s competitive business environment, attracting and retaining top talent requires more than just offering a competitive salary. Organizations need to have a clear, structured approach to compensation that aligns with their overall business goals. This is where the concepts of compensation philosophy and compensation strategy come into play. Establishing these two elements is essential for driving employee satisfaction, performance, and long-term business success.

When I arrived in the United States in 1989 on a student visa, I was filled with anticipation. I had left behind a life in Sierra Leone where I had already completed technical college, worked professionally, and even owned my own business. My goal was to further my education and embrace new opportunities, but nothing prepared me for the complex reality of being a first-generation immigrant in America. 

Cascade is partnering with the Employer Associations of American (EAA) to conduct the 2024-2025 National Business Trends Survey. This survey compiles data on national, regional, and local business trends, covering issues such as staffing levels, hiring practices, cost cutting measures, and business outlooks. This year includes topical questions on recent business concerns, such as hybrid work policies and AI technology impacts.  

In today’s multigenerational workplace, creating a culture of inclusion and belonging is more critical than ever. With up to five generations working side by side, each bringing unique perspectives and experiences, leaders must ensure that all employees feel valued and respected, regardless of their age. A culture of inclusion across generations not only enhances collaboration and innovation but also drives organizational success.