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So if you are not one of the companies cutting back, this begs the question if it matters in your organization--i.e., does the trend impact decisions? If the company is healthy, I doubt there be cutbacks. But, if the trend was upward, I bet companies would make the argument to follow the trend up. Just my cynical thoughts.


They're good thoughts. First of all (and I may not have called enough attention to this in the post) remember that these are large and likely public companies. Whether these same facts and trends apply below the "Fortune 500" and into private company ranks is a question - at least for me. And I do worry about the "monkey see monkey do" aspect of all of this - that companies who are healthy and doing OK will use data like this to justify their own cutbacks. Makes me even the smallest bit hesitant to report this info - except that I get so many requests for information and research that I feel it is important to share what I can.

I would have to defer to you on this based on experience and companies actually asking for you advice. I was thinking about trending data for market pricings and how for the rank-an-file employees, it seems employers are more likely to ride trends down than try to keep up with the trends on the way up--regardless of the health of the company.

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    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

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