Employee expectations have shifted dramatically. Well-being, flexibility, and transparency are no longer fringe benefits – they’re fundamental to staying competitive in today’s market. Yet, many organizations are clinging to outdated rewards strategies, hoping they’ll still hold up in this new reality.

But hope is not a strategy.

Businesses that fail to adapt are finding themselves in increasingly precarious positions. The signs are everywhere:

  • Voluntary turnover has skyrocketed, with employees citing a lack of alignment between their priorities and the benefits offered.
  • Engagement metrics are slipping as workers feel disconnected and undervalued.
  • Reputations suffer, with job candidates favoring organizations that understand modern workforce needs.

Simply put, standing still is no longer safe.

What’s at Stake?

It’s not just about losing employees, though replacing a single worker can cost tens of thousands of dollars. The actual cost is in what’s lost along the way: institutional knowledge, team cohesion, and the trust that keeps employees invested in their work.

Over 70% of employees say they would leave their current job for one that offers better benefits. Ignoring that number doesn’t just mean missing out on an opportunity to attract top talent – it means risking the talent you already have.

And it doesn’t stop there. Organizations resistant to change are finding themselves unprepared for a workforce that’s more vocal and more mobile than ever. Employees aren’t shy about sharing their experiences – both good and bad – which means the repercussions of outdated policies extend far beyond your internal team.

What’s Holding Businesses Back?

The barriers to change are real, and they’re familiar. Budgets are tight, processes are entrenched, and the idea of overhauling compensation packages can be overwhelming.

But let’s be honest: Those challenges aren’t going anywhere. In fact, the longer you wait, the harder they become to overcome.

What about you? Maybe it’s not the cost or complexity holding you back – it’s the uncertainty. Where do you start? How do you ensure your changes will resonate with your employees?

Here’s the thing: delaying action doesn’t maintain the status quo. It compounds the challenges. Turnover grows. Engagement dips. Morale erodes. And the gap between where you are and where you need to be grows wider.

The organizations that act now are the ones building resilience for the future. They’re not waiting for a perfect moment. They’re choosing to move forward, step by step, knowing that even incremental changes can have a meaningful impact.

Take the First Step

You don’t have to overhaul everything at once. The best transformations often happen one step at a time, with a clear strategy to guide the way. That’s where our guide comes in.

The 2025 HR Leaders Guide to Total Rewards gives you data, trends, and actionable steps to confidently move forward. From designing flexible benefits to fostering transparency, this guide lays out exactly how to address today’s challenges and build a rewards strategy that works for your team.

The sooner you start, the sooner you’ll see results.

The Moment to Act is Now

The question isn’t whether to adapt – it’s how quickly you can. The workforce has already changed. The organizations that succeed in 2025 and beyond are the ones ready to meet the moment.

Because, in the end, standing still is the surest way to fall behind.