In uncertain macroeconomic environments, there are many important decisions that you and your team need to make regarding comp. Here are a few tips for how to navigate compensation and team building in the event that we’re in for an extended downturn.
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With more and more pay transparency laws coming into effect, compensation and people operations teams need to be prepared for what they need to publish and what the impacts will be for candidates and employees alike. To maximize the opportunity that this creates (and minimize the downside), take the steps below to make sure that you’re prepared.
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Compensation bands are an integral part of a great compensation program. Compensation bands simplify decision-making, prevent salary compression, and ensure pay equity. They’re an important tool as you level up and ensure that your comp plan is effective. If you don't have bands in place yet, here are some tips on how to get started.
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It's easy to establish pay ranges directly from compensation survey data, but that is not a good approach. It's important to make decisions based on all your data, including current employee and offer numbers.
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Today we’re announcing the first release of our free product to create branded, interactive offer letters and help you capture data from offer performance. Sign up and try it out!
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Falling behind in compensation in today’s market can mean disaster: missed hiring targets and regrettable attrition. To avoid these issues, many companies are considering proactive raises for some or all of their teams in order to match or exceed market compensation. Here are a few points to keep in mind on emergency market adjustment raises and how to run them:
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