"Organizations have been swift and decisive in their actions to reduce labor costs during these trying economic times," said Tom McMullen, U.S. Reward Practice Leader for Hay Group. "When we conducted a similar study a year ago, only 16% of U.S. respondents expected their business results to be significantly worse than targeted levels. Today, that number has jumped to 40% for U.S. respondents, and we’re seeing organizations substantially tightening their belts as a result."
Hay Group’s survey also found that the impact of the downturn is indeed a global issue – significantly affecting high-growth economies in Asia, Eastern Europe and South America, as well as the more developed economies in North America and Europe within the past four months. Unlike Hay Group’s November survey, the percentage of organizations expecting business results to be worse than targeted or budgeted levels is now largely consistent around the globe.
Other key findings from Hay Group’s Global Employee Pay and Staffing Survey:
- Retirement program reductions: One fifth of organizations with either defined benefit or defined contribution retirement programs are reporting that they are considering changes to the value of these programs. Of organizations making changes to their defined contribution plans, the vast majority (78%) of U.S. respondents report they are considering decreasing the benefit levels of these plans.
- Long-term variable pay value significantly drops: Many organizations have stated that the value of their long-term incentive programs have dropped substantially – by a median of 40% in the U.S. and 30% globally. Approximately 32% of U.S. respondents indicate they are considering or making changes to their long-term incentive programs. Of those organizations, approximately half report they will be granting lower values of options, shares and units per employee in 2009.
- HR programs hitting the chopping block: Training and development programs are being decreased or eliminated by 22% of U.S. respondents. Companies are also cutting overtime wages (21%) and the use of contract laborers (32%).
- Employees worry about job security the most: Not surprisingly, respondents report their employees’ primary concern is around job security, with 92% of U.S. organizations saying this is a top concern for employees. Management, however, listed the ability to retain top talent and employees with critical skills (91% of U.S. employers), and the ability to maintain an engaged and motivated workforce (90% of U.S. employers) as top concerns.
- Renewed focus on severance programs: Nearly 40% of surveyed companies either made or considered changes to their severance programs in the last year, according to another Hay Group study conducted in February 2009. Of these companies, 39% considered making their programs more generous rather than less.
"Organizations in crisis mode often rush to cut costs through overly simplistic one-size-fits-all reductions in headcounts and salary budgets," said McMullen. "In these extraordinary times of economic uncertainty, organizations should take care to make contractions strategically and surgically to ensure that the talent base is still onboard and engaged when the economy turns around."
