A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
Webinar-Comp Strategies for Fast Growing CompaniesPayScale, Inc.
When organizations get into a high growth phase, everything starts moving faster. From recruiting to onboarding new hires, everything speeds up and becomes more challenging.
Compensation is a critical piece of the puzzle that you must get right as you scale quickly. Neglecting to think about compensation planning can cost you top talent, slow down recruiting, and create internal inequities down the line.
Attend this webinar and learn:
-How comp can help make hiring easier during high growth
-Ways to pay fairly across multiple locations
-3 options for your comp plan during a merger or acquisition
Webinar: Get Pay Right with PayScale Insight PayScale, Inc.
Join us for a tour of PayScale Insight Expert, the product that gives you everything you need to nail compensation. Register for one of the below dates and get pay right.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
Compensation Strategies for Fast Growing CompaniesBambooHR
In a market where getting good talent for your fast growing company is difficult, compensation strategies matter! This slideshare will make it easy for you to know what's important in a compensation strategy.
A good start to improving the right kind of retention is to make sure you’re paying fairly and competitively to the market. In fact, research shows a link between fair and transparent pay practices, lower intent to leave, and overall greater job satisfaction.
Attend this webinar and learn:
-How compensation impacts retention
-The 3 truths about turnover
-The 5 keys to retaining top employees
Webinar-How to Communicate Compensation to Executives and ManagersPayScale, Inc.
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation.
Attend this webinar and learn:
-How to engage the executive audience
-How to keep executives up-to-date with quick snapshots
-How to train managers to speak to employees about comp
In partnership with
BambooHR
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
Webinar-Comp Strategies for Fast Growing CompaniesPayScale, Inc.
When organizations get into a high growth phase, everything starts moving faster. From recruiting to onboarding new hires, everything speeds up and becomes more challenging.
Compensation is a critical piece of the puzzle that you must get right as you scale quickly. Neglecting to think about compensation planning can cost you top talent, slow down recruiting, and create internal inequities down the line.
Attend this webinar and learn:
-How comp can help make hiring easier during high growth
-Ways to pay fairly across multiple locations
-3 options for your comp plan during a merger or acquisition
Webinar: Get Pay Right with PayScale Insight PayScale, Inc.
Join us for a tour of PayScale Insight Expert, the product that gives you everything you need to nail compensation. Register for one of the below dates and get pay right.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
Compensation Strategies for Fast Growing CompaniesBambooHR
In a market where getting good talent for your fast growing company is difficult, compensation strategies matter! This slideshare will make it easy for you to know what's important in a compensation strategy.
A good start to improving the right kind of retention is to make sure you’re paying fairly and competitively to the market. In fact, research shows a link between fair and transparent pay practices, lower intent to leave, and overall greater job satisfaction.
Attend this webinar and learn:
-How compensation impacts retention
-The 3 truths about turnover
-The 5 keys to retaining top employees
Webinar-How to Communicate Compensation to Executives and ManagersPayScale, Inc.
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation.
Attend this webinar and learn:
-How to engage the executive audience
-How to keep executives up-to-date with quick snapshots
-How to train managers to speak to employees about comp
In partnership with
BambooHR
Communicating Compensation to Executives and ManagersBambooHR
Being able to communicate compensation can be tricky. There are a lot of variables when presenting this to executives and managers. But it's vital you get it right so that you keep your best talent.
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
PayScale: The Pay Transparency Challenge webinarPayScale, Inc.
Pay Transparency is one of the hottest topics in human resources right now. But what exactly does pay transparency mean?
Join Mykkah Herner, MA, CCP and Paige Hanley, CCP as they discuss pay transparency as a way of increasing trust within your organization to drive engagement, productivity, and business results.
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Webinar-Comp is Culture: Findings from PayScale's 2017 Compensation Best Prac...PayScale, Inc.
Compensation reflects your culture. However, there's a disconnect between how employers think their employees feel about pay and how employees feel. The 2017 Compensation Best Practices Report supports this disconnect: 44% of employers say their employees are fairly paid, but only 20% of employees agree.
Join PayScale and BambooHR as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Lou Adler & Lever webinar: Quality of Hire Lever Inc.
Recruiting leaders continue to obsess about quality of hire, but here’s the reality: most teams set themselves and their candidates up for failure by not structuring interviews in a way that allows them to zero in on quality, quickly.
Everyone’s favorite recruiting visionary, Lou Adler, shares how you can increase the quality and consistency of your company’s interview processes.
Concrete advice on how your team can collaborate in vetting talent more effectively
An exclusive look at Lou’s latest formula for successful interviewing
Useful tips on how to calibrate your interviewers and measure impact
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
Webinar-How to Do Comp Like Top-Performing CompaniesPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report indicated a strong correlation between modern pay practices and business success.
Top-performing companies view pay as an ongoing practice and not an annual event. Compensation is also a key part of their culture and these companies communicate their pay practices clearly. Do you want to know more about how top-performing companies manage compensation?
Join PayScale’s Mykkah Herner and Camie Bailey to learn what top-performing companies are doing around pay:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
Not sure why employees keep leaving your organization? Check out these interesting stats on turnover and how to manage it so that you keep your best of best talent and attract even more.
Communicating Compensation to Executives and ManagersBambooHR
Being able to communicate compensation can be tricky. There are a lot of variables when presenting this to executives and managers. But it's vital you get it right so that you keep your best talent.
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
PayScale: The Pay Transparency Challenge webinarPayScale, Inc.
Pay Transparency is one of the hottest topics in human resources right now. But what exactly does pay transparency mean?
Join Mykkah Herner, MA, CCP and Paige Hanley, CCP as they discuss pay transparency as a way of increasing trust within your organization to drive engagement, productivity, and business results.
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Webinar-Comp is Culture: Findings from PayScale's 2017 Compensation Best Prac...PayScale, Inc.
Compensation reflects your culture. However, there's a disconnect between how employers think their employees feel about pay and how employees feel. The 2017 Compensation Best Practices Report supports this disconnect: 44% of employers say their employees are fairly paid, but only 20% of employees agree.
Join PayScale and BambooHR as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Lou Adler & Lever webinar: Quality of Hire Lever Inc.
Recruiting leaders continue to obsess about quality of hire, but here’s the reality: most teams set themselves and their candidates up for failure by not structuring interviews in a way that allows them to zero in on quality, quickly.
Everyone’s favorite recruiting visionary, Lou Adler, shares how you can increase the quality and consistency of your company’s interview processes.
Concrete advice on how your team can collaborate in vetting talent more effectively
An exclusive look at Lou’s latest formula for successful interviewing
Useful tips on how to calibrate your interviewers and measure impact
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
Webinar-How to Do Comp Like Top-Performing CompaniesPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report indicated a strong correlation between modern pay practices and business success.
Top-performing companies view pay as an ongoing practice and not an annual event. Compensation is also a key part of their culture and these companies communicate their pay practices clearly. Do you want to know more about how top-performing companies manage compensation?
Join PayScale’s Mykkah Herner and Camie Bailey to learn what top-performing companies are doing around pay:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
Not sure why employees keep leaving your organization? Check out these interesting stats on turnover and how to manage it so that you keep your best of best talent and attract even more.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
Ten definative questions for people in career transition to ask tehemselves and answer BEFORE they start the job search process
By answering these questions honestly will lead to being able to construct
Your next Job Title and what you want to do next
The types of companies, managers, people you perform best with
Your LinkedIn Profile
Cover Letters
Your Resume
Your Elevator Speech
Career Goals
Creating stories to answer interview questions
Selecting Target Companies
Defining your key skills and overall skill set
Where geographically you want to work
Salary expectations
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
Selecting Candidates for Engagement and RetentionMonster
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
Compensation Strategies for Fast Growing CompaniesNaba Ahmed
When organizations get into a high growth phase, everything starts moving faster. From recruiting to onboarding new hires, everything speeds up and becomes more challenging.
Compensation is a critical piece of the puzzle that you must get right as you scale quickly. Neglecting to think about compensation planning can cost you top talent, slow down recruiting, and create internal inequities down the line.
How to Make Sure Your Employees Feel Valued at WorkBambooHR
We have a foundational human need to feel valued, to feel appreciated, to feel like what we do matters, and is recognized. In HR we talk about “total rewards” or “rewards and recognition”. We may use all sorts of tactics to try to improve “employee engagement” but often miss some of the most important elements of this conversation. In this webinar we’ll dive deep into this human need to feel valued.
In this webinar, Tim Low, SVP of Marketing at PayScale, and Rusty Lindquist, VP of Thought Leadership at BambooHR will discuss why feeling valued is the key to sustaining great work and high performance. They will highlight what signals you need to watch out for to know when employees don’t feel appreciated. And most importantly, they will share concrete steps you can take to make sure your employees feel valued.
The goal of this guide is to layout the importance of benefits communication before, during, and after annual enrollment and how - when done properly - you can rejuvenate an effective HR plan.
7 Cost-Cutting Strategies to Lower Overhead and Energize AI & AutomationShelly Myers
Will automation replace accountants? Hardly, but automation and AI will certainly make a difference to accountant’s workflows and efficiencies. Join this 45-minute webinar to learn how to automate your workflows, start projects fast and intelligently, and delight even the most skeptical clients. You’ll see automation trends, technology solutions and accounting firm testimonials.
What You’ll Learn:
• The impact of limited or poor automation: delayed work, damaged client relationships and sluggish billings
• How automation helps accountants during disruptive financial times
• The role AI plays in modern accounting practices
• Real-world examples of two accounting firm’s automation transformations
• How to get started so you can weather this disruptive period and stay competitive
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
A recent study found that the profit margins of organizations that are more advanced in HR analytics (also known as people analytics) are 56 percent higher than those of less advanced organizations. With the data and analytical systems available today, HR can have a bigger positive impact on critical business issues than ever before. HR analytics can help organizations reap benefits across a number of domains, from hiring the right people to onboarding effectively to reducing attrition of high-value employees.
Yet even though HR departments are generating more data than ever before, they often struggle to turn their data into valuable insights. Recent research from BambooHR found that while 58 percent of HR professionals believe HR analytics are very important, only 16 percent viewed themselves as an expert in using HR data.
In this webinar, HR experts from PayScale and BambooHR will dive into how HR leaders can become proficient in using data to drive change in every area that matters, including recruiting, talent management, productivity, and retention.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
How to Roll Candidate Experience into Employee EngagementShelly Myers
By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted.
The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceShelly Myers
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Join JD Conway from BambooHR as he shows you four different hiring processes that your talent acquisition team can deploy in order to maximize your pipeline for long-term ROI. Learn how to decrease your future time to hire and build long-term demand by leveraging your brand, and join JD as he talks about building new quality processes for excellent future talent pools.
In this webinar you will learn how to:
- Maximize your talent pools
- Decrease your time to hire
- Build long-term demand for your brand
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Getting Smart About Compensation: How to Know If You’re Doing It RightShelly Myers
Compensation is a core component of the employee experience, which itself is core to all of the stuff that really matters… like engagement, satisfaction, retention, and performance. These are the things that an organization relies on to succeed, because businesses don’t create value, people do. Our approach to comp is critical to our organization's success, yet all too often we're not really all that disciplined about it. And all too often we fail to recognize just how important it is. It's time to change all that.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Learning Culture and Employee Engagement: 6 Ingredients for SuccessShelly Myers
As any fan of cooking television can tell you, a master chef can take some of the most improbable foods and, with a deep knowledge of culinary basics and the proper support from sous chefs, create a singular dining experience.
Using the right recipe for employee engagement helps you cook up success in your organization, with a healthy portion of financial improvement on the side. Join Cassie Whitlock of BambooHR and Erin Boettge of BizLibrary to learn the basics of employee engagement and how creating an engaged learning culture helps improve employee satisfaction and performance. You’ll also learn how to train managers in the art of employee engagement, making them valuable sous chefs in preparing your workplace for the future.
No matter what ingredients your employees bring to the table, when you develop strong connections, focus on engagement, and sustain positive change, you can create a delicious, engaged workplace.
How to Simplify Employee Self-Service Access with Identity ManagementShelly Myers
Ensuring that employees have proper access to the multitude of systems and software they need to do their job is a tall order for IT and HR. Making it easy for employees to access the applications they need without requiring one more password to remember is crucial for implementing successful employee self-service in HR.
Join us for this webinar to see how BambooHR and OneLogin simplify employee self-service access so you can free your people to do great work!
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Rec...Shelly Myers
Once upon a time, filling a job posting began with fifty words in a newspaper, a handshake, and a crisp business card. Today, technology has expanded the possibilities for filling job postings, connecting millions of potential candidates. When you combine technology’s reach with a personable candidate experience, you develop strong connections with your potential hires, making it easier to find the right person for the job.
Join Vanessa Brulotte of BambooHR and Michael Bavaro of Reflik to explore how to get greater quality in your recruiting efforts. You’ll learn how crowdsourcing talent can connect your organization to your perfect next hire, how your company’s reputation can be your most effective marketing tool for potential hires, and how effective hiring can add diversity and innovative thinking to your organization.
How to Create an Attractive and Lasting CultureShelly Myers
How do you define your organization’s culture? How you answer that question influences so many aspects of your daily operations, from your success in recruiting to your engagement levels to the results of your projects. Join Brenton Williamson of BambooHR and Mila Singh of CultureIQ as they explore all the small details that combine to create an effective culture.
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...Shelly Myers
As companies scale, implementing new technology is crucial to keep up with the demand of the workplace. Join BambooHR and Greenhouse as we explore:
• What to look for when considering new recruiting and onboarding technology
• How to ensure the software you purchase won’t slow you down
• Tips towards getting company buy-in
• How choosing the right technology can make you a more effective HR professional
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...
Communicating Pay to Employees
1. Communicating
Pay to Employees
Mykkah Herner, MA, CCP
Modern Compensation Evangelist
Paige Hanley, CCP
Sr. Compensation Professional
Communicating Pay
to Employees
2. Rusty Lindquist
V P S T R A T E G I C H R I N S I G H T S
B A M B O O H R
@ r u s t y l i n d q u i s t
r u s t y @ b a m b o o h r . c o m
w w w . l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t
Mykkah Herner
M O D E R N C O M P E V A N G E L I S T
P A Y S C A L E
@ m y k k a h _ h e r n e r
M y k k a h H @ p a y s c a l e . c o m
w w w . l i n k e d i n . c o m / i n / m y k k a h h e r n e r
5. Feeling appreciated, valued, and adequate rewarded for your effort.
Value
Total rewards
Va Value
Rewards Recognition Pay
What you get from work
6. Comp is about an
Exchange of Value
Not just Money
Experience in industry
Experience in market vertical
Experience in adjacent markets
Experience in field of discipline
Experience in adjacent disciplines
Experience with competitors
Product knowledge
Competitor knowledge
Time and experience in company
Education
Discipline training and certification
Supply and demand
Employer Value DriversEmployee Value Drivers
Base pay
Performance Pay
Paid time off
Benefits
Travel
Culture and environment
Work flexibility
Work/Life balance
Meaningful work
Who you work with
Challenging work
Opportunity to impact
Job security
Shared purpose / mission
Career advancement opportunities
Autonomy
Senior leadership
11. Lead The Conversation
80% of employees
will compare pay
Source: Card, D., et al., (2011); “Inequality at Work: The Effect of Peer Salaries on Job Satisfaction.”
13. of organizations feel very confident in their managers’
ability to have tough conversations about pay
19%
14. Comp is about an
Exchange of Value
Not just Money
Experience in industry
Experience in market vertical
Experience in adjacent markets
Experience in field of discipline
Experience in adjacent disciplines
Experience with competitors
Product knowledge
Competitor knowledge
Time and experience in company
Education
Discipline training and certification
Supply and demand
Employer Value DriversEmployee Value Drivers
Base pay
Performance Pay
Paid time off
Benefits
Travel
Culture and environment
Work flexibility
Work/Life balance
Meaningful work
Who you work with
Challenging work
Opportunity to impact
Job security
Shared purpose / mission
Career advancement opportunities
Autonomy
Senior leadership
15.
16. Communication Roles
(and Times)
Executives: Communicate program to organization at a high level
Managers: Communicate compensation details to employees
Employees: Bring questions to
manager or HR
HR: Prepare communication, consult and inform Executives, train Managers
17. Tips for Effective Employee
Communication
• Know your audience!
• Tell a holistic story
• Make the path forward clear
• Prepare, Prepare, Prepare
• Be direct and also empathetic
• Communicate early and often
20. Employee Pay is Low
Consider
• Should the employee pay be low?
• Is budget available?
Talking Points
• Start with appreciation
• Mention market movement
• Explain position in range
• Provide context
• Share this year’s increase amount
• Open the door
21. Consider
• Is this really another job?
• Does the organization need it?
• Is the employee qualified?
Talking Points
• Start with appreciation
• Mention market movement
• Explain position in range
• Provide context
• Share this year’s situation
• Open the door
Employee Pay is High
22. Performance doesn’t warrant increase
Talking Points
• Start with appreciation
• Mention market movement
• Explain position in range
• Provide context
• Share this year’s situation
• Open the door
Consider
• How can they get up to par?
• What future potential is there?
23. Perception of Increase is Unfavorable
Consider
• Will they perceive their
adjustment is fair?
• How connected are they with
others?
Talking Points
• Reiterate accomplishments
• Re-focus on individual objectives
• Remind of market value
• Discuss why their pay is fair
• Open the door
29. Consider the Employee Perspective
The employee is often going to want:
• More money
• Promotion
• To be paid like their peers
• To understand why others are paid more than they are
30. Identify Creative Solutions
Consider Workplace “Currency”
• Paid paid vacation
• Additional/Alternative Perks
• FTE preference
• Staggered increase or offer
• PTO
• Work assignments
• Development opportunities
32. Immediate Actions
• Connect with your employees about what
motivates them
• Identify conversations about compensation you
need to have with your employees
• Develop clear career paths
• Prepare any high level messages about comp
• Prep toolkits for your managers to use when
communicating with employees
34. bamboohr.com 1-866-387-9595
Receive a free job posting on BambooHR’s ATS and full HRIS for one week.
We will contact everyone within a few days to set this up.
Questions?
Receive the related eBook from PayScale Communicating Compensation
We will contact everyone within a few days to share the eBook.
35. bamboohr.com 1-866-387-9595
Questions?
Rusty Lindquist
V P S T R A T E G I C H R I N S I G H T S
B A M B O O H R
@ r u s t y l i n d q u i s t
r u s t y @ b a m b o o h r . c o m
w w w . l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t
Mykkah Herner
M O D E R N C O M P E V A N G E L I S T
P A Y S C A L E
@ m y k k a h _ h e r n e r
M y k k a h H @ p a y s c a l e . c o m
w w w . l i n k e d i n . c o m / i n / m y k k a h h e r n e r
Editor's Notes
Rusty
Rusty
Rusty
Rusty
Rusty
Mykkah
From Dave’s HBR Article: “This may sound obvious, but our survey showed that “intent to leave” decreased in relation to how favorable an employee felt about their pay. For example, 60% of employees who perceived they were underpaid said they intended to leave, compared to only 39% of those who perceived they were overpaid. The bottom line is this: if you don’t communicate to your employees that they are being paid fairly compared to their talent market, they may leave.”
https://hbr.org/2015/10/most-people-have-no-idea-whether-theyre-paid-fairly
Mykkah
Workforce Demographics are changing
Preferred communication style is one of the more substantive differentiators b/n the generations.
Consider workforce make-up including:
Generation
Life stage
etc
Mykkah
Millennials prefer transparency of pay practice – which sort of forces that orgs get their houses in order – which is ultimately a good thing for everyone. So while it may be frustrating for non-millennials to support greater transparency, it is creating the opportunity for more effective and productive organizations.
A nod to Gen Z – we already know they like more privacy (Move from things like facebook to things like snapchat or Instagram) than millennials – it’s the pendulum swinging back towards the center. But – your WF is likely NOT mainly Gen Z, and won’t be for many years.
Mykkah
Finding out where you stack up vs. peers can dramatically change:
Desire to stay/leave
Overall job satisfaction
Exert more/less effort
I was approached by an employee who was very upset that her base pay was being frozen. After going through our philosophy, the employees pay compared to the grade and range she was in the employee left the meeting with a smile on her face, feeling positive about the conversation. - company with 300 EEs (Monarch Landing – internal only)
Rusty
Rusty
So why is it important to train your managers to talk about comp….read stat
Real concern that managers don’t know how to manage. Manager have a lot going along and talking about comp isn’t their primary job so we need to make it easier to do that. Often promoted because their great at their function, not at being a manager. HR and Leaders can’t be having the conversation every time. Not sustainable and not the best, they have the best knowledge of their employees and these conversations are an opportunity that they need to have.
Rusty
Help them understand the spectrum, and build the ability to identify what matters most to the employee. Every comp conversation is an opportunity to talk about everything else. But they have to be looking at the whole spectru. Often when they say “I want more money” actually what they mean is “I don’t feel valued”, and it very well could be the path to fixing that is not about money (in fact, it often has the shortest-term impact on feeling valued).
Sometimes they just don’t have the language, don’t understand the equation, and so the only thing they think to talk about is pay. But it might not be as much about pay as you would think. It might. But it might not.
Rusty
And sometimes a manager is trying to solve an engagement problem with only a single lever. But activating the emotional energy of an employee is a far more complex equation, and you need to understand the formula that matters for that employee.
Rusty
Everyone has a role, but the timing is different.
HR’s role is to get the program ready, continue communicating updates to the Executive team, and to train the management team (which is what we’re doing today).
Executives, are responsible for approving the compensation plan, communicating it at a high level to the company, and they are also managers in their own right so they perform a dual role there.
Prepare talking points for executives, covering:
Compensation philosophy & purpose
Compensation plan changes at the highest level
Next steps – talk with managers
Managers’ role is to understand the program, communicate the information to your employees, and seek support from HR when needed.
Employees’ role is to agree to the program and if they don’t, they need to communicate that to you as managers and again, you can seek out support from HR if needed.
Managers *CAN* talk comp, when given the tools, resources, and training to do so. With that in place managers can act both as agents of the organization and advocates for employees.
“Go ask HR” or “HR won’t let me” undermines their own authority. HR is here to support, not hinder.
Prepare tool kit for managers, including:
Compensation plan talking points
Compensation plan information
Details for each employee they supervise
Tips for each type of conversation they may have
Rusty
These are basics for communication in general, and also specifically about compensation.
Know your audience
Maybe you have someone on your team who needs more direct information, get the headline right away, followed by information that supports that main message
Others might prefer a lead up to the big headline, where supporting information is given up front leading up to the big reveal
Either way, you want to make sure you’re tailoring your communication style to your employees to ensure your message is heard.
Next:
Watch the jargon – we’ve given you a lot of terms, you can assume your EEs won’t know all of them, so if you use terms like “position in range” be prepared to provide a definition.
Don’t present issues without a way forward – make sure employees know how they can improve or increase their earning potential.
Prepare as much as possible – though conversations regarding compensation are not always planned, the more you know ahead of time, the better you’ll be able to handle the conversation.
Be direct and also empathetic – compensation is personal, it can impact whether people are able to move into a larger apartment, go to a movie an extra night a week, go our to dinner more often. That said, you’ve done a third party study, you’ve done your homework, you don’t need to be apologetic – so do be direct but also empathetic
And last, we mentioned this earlier, but be good to your future self, if you see any issues arising, head them off early.
Mykkah
It’s not an on-off switch, there are levels of transparency, and it’s important for every organization to figure out the right level for them
The millennial workforce – they grew up with the internet and are used to having information at their finger tips. They typically want higher levels of transparency and are much more public about their pay then the generations before them. While it may not be right for every organization to share everything, we find that if a company shares some information, it fosters more confidence from the millennials in your organization.
Side note: if you want to be transparent, you have to clean house first.
Mykkah
Mykkah
For Live Training:
Start by describing what we’re talking about – EE pay is low, or perceived as low
What we’re seeing here, this is the range, here is where their range is, it is low in range (4%), you might think it’s low, etc.
Considerations:
Should it be low, or is that amount appropriate? (did they just start the job, is there proficiency not up to par, still in training)?
Is there a budget? If the answer is no, that’s a different conversation (that message is usually delivered by Execs/HR – no increases this year, sorry bout it)
You’ll notice the talking points look the same for most of them, but the way you handle the conversation is different
Scenario A – the situation is that you have an EE whose pay is low, the market moved up, and they are proficient in the role. And, there is budget to do an increase. So, the best of all cases.
Thank you for all your contributions this past year
Your position is gaining in market value
You are below last year’s competitive range
Last year you earned an increase of 3%, which was the organizational average
I’m going to give you a bump of 5%, which is above this year’s organizational average increase of 2.5%
Keep doing what you’ve been doing and if the market holds you’ll be in good shape next year (that is opening the door, giving them a way to move forward or progress in some way)
Scenario B – the situation is that you have an EE whose pay is low, the market moved up, but their proficiency level isn’t quite up to par. The budget is available, but irrelevant due proficiency. So, a bit more challenging to communicate.
Thank you for your contributions this past year
Your position is gaining in market value, however we don’t feel that your skill set is current to what we’re seeing for similar positions in the market
You are currently below range, but I think that’s fair given your current skillset/proficiency.
Don’t bother saying what they got last year…
I’m giving you a small increase this year of 2%. In order to earn a larger increase next year, I’d like to see….
Let’s check in in another quarter to see how you’re progressing so we can keep you on track for next year.
Open the door, no one wants to feel like there is no where to go. Make sure you tell them how they can move forward from the conversation. If they are not getting an increase, tell them how they can get an increase next time.
Mykkah
For Live Training:
Explain graph at top right.
Review things to consider.
Then, scenarios…
Are they truly red circled
Three check points:
Does the org need the work performed
Can the org pay for it
Does the EE qualify
If yes, that’s a different conversation, it’s called a promotion and it’s very fun!
Otherwise, there are a few different scenarios we can talk through if they’re really paid high
Scenario A – Pay is high, market is steady, performance is stellar, budget is available.
Thank you for all your contributions this past year
Your position is holding steady in the market
You are above the maximum of your pay range. The pay range is determined by the market value of the job.
Last year you earned an increase of 4%, which was above the organizational average.
Instead of giving you an increase on your base pay, I’m instead going to give you a lump sum payout of 3% to acknowledge your contributions toward XYZ organizational goals.
If the market shifts, you will be eligible for an increase again next year if you continue to perform at this high level, otherwise we may be able to discuss another lump sum bonus at that time.
Scenario B – pay is high, market is steady, performance is average, and budget is irrelevant here.
Thank you for your contributions this past year
Your position is holding steady in the market
You are above the maximum of your pay range. The pay range is determined by the market value of your job.
Last year you earned an increase of 3%, which was the organizational average.
Because you are above the maximum of your pay range we will be unable to give you an increase to your base pay.
If the market shifts you will be eligible for an increase next year if you perform at a high level.
Let’s set some goals for you and if you achieve those next year you will be eligible for a lump sum bonus. Let’s check in in another quarter to see how you are progressing.
Mykkah
For Live Training:
The first thing to consider before walking into the meeting is what steps can the employee take to bring their performance up to par. In addition, though it may seem counter intuitive, it’s a good idea to consider what future opportunities the employee has with the organization as they may ask.
This is a scenario where you have an employee who has not met expectations on their performance review, so they will not be receiving a pay increase. The conversation with this employee might go something like this:
Thank you for your contributions toward X (Successful things) this past year.
As we’ve been discussing, your performance in such and such areas can be improved.
At this time, your pay is in the bottom third of your job’s range.
Because of your performance you are not eligible for an increase this go around.
Let’s set some goals and talk about how to bring you up to par with the expectations for your position. If you make significant improvements you’ll be eligible for an increase next year.
Let’s get something on the calendar in the next month or so to see your progress toward these goals.
Mykkah
For Live Training:
This is a challenge at every organization. Before I talk through the conversation itself, I think it’s important to discuss the idea of “negotiations” during increase / comp review meetings.
As Managers, you are advocating for the employees up front, even before the increase is approved
If you open the door to negotiation during this conversation, you’re detracting from the main message – “we value you and here’s what we are doing about your pay to reflect that.”
Make it clear that this is an increase, you’ve advocated on their behalf, and the conversation is not open for discussion
Doing so will help you avoid a vicious cycle of negotiation every little thing.
Ultimately, it saves your time and the employee’s morale/satisfaction/engagement
Considerations:
How will they perceive their adjustment?
How connected are they – or how likely are they to talk with other employees about their raise?
Make note of any employees you think may not be happy about their raise so you can head off any attempts to negotiate early.
It’s also important to note that even if you anticipate an employee will be ecstatic about their raise, they might catch you off guard with their disappointment.
If you know your employees are likely to talk to each other after your meeting, then it’s good to be prepared to provide context for why the employee is receiving the exact amount they are receiving. The more specific you can be, the more you help shape their perception of their pay in a positive way.
So in an example scenario, let’s say this particular employee already knows what their co-worker received for an increase and is now disappointed at the amount their receiving.
Start the conversation by reiterating their accomplishments
Focus on what they’ve done and how their pay is linked directly to those accomplishments
Explain that individual increases are based on each employees accomplishments relative to their goals
It’s also helpful to provide the market context – there is a fair market value for your job
Discuss why the pay range is fair, because again, you’ve already advocated for this increase amount and should be able to articulate how it relates to their performance and where they are at in range. Some things to mention might be:
Performance
Their Experience
Their position in range (maybe they’re already at the top and based on your tiered increase policy, their raise may be small)
Lastly, as with all compensation conversations, open the door and dig deeper to determine what they’re really concerned about?
If you conduct the conversation this way, their concerns may be alleviated. Or, it could be there is a deeper issue for the employee and it’s good to dig for that so you can head off potential ongoing conflict.
Note that we are not suggesting at any point that you share with the employee performance or statistics about any other employees. We are also redirecting the conversation to focus on the positives – not discussing what other employees are saying or why they’re saying it. Focus on the employee in front of you and don’t attempt to explain for what another employee shared.
Mykkah
For Live Training:
In this particular difficult conversation if you have an employee who is constantly wanting to discuss their pay, especially as it compares to the person down the hall or the employees down the street. This person has brought you every Internet report that exists on how much money they should make.
Conflicting Information Online
Independent Study
Pricing the job vs. the Person
We know online, there is a lot of conflicting information
That said, even if they go on our site, they may find a different number vs. what we have in the system
Good news – you can say you’ve done an independent study
The comp plan is based on the value of your jobs in your market based on the work your organization needs done for your jobs
All in support of getting your mission accomplished
When people go online, they price themselves
Pricing the best version of themselves
- They may attributed a bunch of skills/certifications to themselves that aren’t relevant to the job (which means you don’t have to pay for them)
They may be comparing themselves to New York or San Fran
We set this up based on what’s needed for your jobs, that helps us determine the market value for your jobs, and then we build a range around that value.
They’re brining this to you because they have concerns about their pay.
So start the conversation by appreciating their contributions.
Explain the company position – that you’ve done an independent salary study, you’ve determined a compensation strategy that aligns to your overall goals as a business.
Provide some information on pricing the job vs. the person
Give them a basic overview of the company’s compensation plan, keeping in mind your chosen level of transparency to ensure you’re consistent with what you share with employees.
Find a positive way to end the conversation that focuses on the future – what can they do to be eligible for an increase next time around? What can they do to move to the next level or job in their job family? Etc.
Rusty
Paige
Have data driven conversations so both your Ees and mgrs. Have confidence in why they’re paid what they’re paid.
Here’s a place to put your Comp Philosophy so every employee sees it.
Pg. 3…
Here’s where you are relative to your range and what does it mean to have a range penetration of 40% and why does that make sense.
Here’s your wage trends, so how your pay has changed over time and how it might continue to change over time.
Pg. 4…
If you share market data with them, your argument is even stronger. If you do share the 10th-90th percentile, be prepared to explain why everyone is not going to be paid at the 90th and why you EE are not paid at 90th (could be a good place to tie to performance and next steps).
Also a good place to point out pay trends (trending down)
Paige
Left page. Gives context on how they’re doing within their organization. You should only be sharing this if you’re doing it right! If you’re going to be this transparent to the org, don’t shy away from people who are paid low.
Right page. Have some talking points prepared for your managers. Things like “why am I being paid more/less than typical Ees in the same role”; “How competitive is my pay relative to the market” “How do I earn more and grow with the company?”
Middle…talk through Total Comp. Here’s the potential things you’d want to cover. Most Ees find out how much their medical benefits cost when they get their COBRA statement. That’s the wrong time. Why bother to have awesome benefits if you’re not going to tell people how much their valued.
Mykkah
Mykkah
Managers often will feel stressed out when they are talking with their Ees because their key fear is losing a top EE. They don’t want to be understaffed or impact morale negatively.
The answer is: getting a leg up on setting expectations by being transparent as much as possible, both at the point of offer and increase.
Mykkah
Some other workforce thoughts … depending who you have, you may need to get creative.
Mykkah
Hint: development is different from promotion… sometimes.
