How to Make Headway on Pay Transparency

Compensation Cafe

It's time to accept that your job has changed from gatekeeper (limiting access to pay knowledge until employees are "ready") to educator (describing the nuts and bolts of salaries and incentives). Have you measured your progress on pay transparency? It's definitely time to check.

Don't Do That! Bad Habits and Compensation

Compensation Cafe

New incentive coming up next year? Whether you're developing an implementation plan or a communication plan, it's crucial to start by defining the habits, understanding and attitudes that exist now and will just be plain wrong when you move into your new plan or new compensation year.

Cafe Classic: Can You Spell D E B U N K?

Compensation Cafe

There is an extreme mismatch between what our employees really want and our efforts at motivating them (through feedback, merit increases and incentives). . The thing is, we seem to be easily distracted by the loud and charismatic, especially when their books sell well.

Cafe Classic: Time for Spring Cleaning?

Compensation Cafe

My time is booked out." Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. Base Salaries Incentives/Bonuses Pay for Performance Performance Management

Where's Your Sense of Purpose?

Compensation Cafe

Learn how to make it an annual opportunity to improve your career prospects in our popular eBook, Everything You Do (in Compensation) Is Communication. Margaret O''Hanlon, CCP collaborated with Ann Bares and Dan Walter to bring the book into the world.

4 End-of-Year Tips that Should Come in Handy

Compensation Cafe

If your open enrollment is on autopilot by now, your to-do list is probably loaded with performance review implementation steps and soon to be bulging with budgeting, merit increase and incentive award activities. Yes we're closing the books, but what have we learned ?

Got a Problem You Want to Solve?

Compensation Cafe

Margaret O''Hanlon, CCP collaborated with Ann Bares and Dan Walter to bring the book into the world. She brings deep expertise in compensation, career development and communications to the dialog at the Café. Thinking about a plan redesign any time soon?

There May Still Be Enough Time!

Compensation Cafe

You may have already completed performance appraisal discussions, but performance should certainly be part of the discussion when 2014 increases and bonuses are covered with employees. It will help you start 2015 with a clearer focus on your influence and your career.

Growing a Healthy Compensation Program

Compensation Cafe

If you're an HR office of one, busily juggling everything from beneficiary forms to incentive awards, it's hard to believe that you share any pressures with other HR managers. An annual bonus may be offered to all employees, but is often based on vague measures that drive short-term results.

The Job Perks Your Employees Really Care About

Rallyteam

The best employee engagement and retention strategies include programs designed to give employees more control over their jobs and careers while ensuring that they feel valued and supported at work. Employee development plans must include more than books and online courses.

The Job Perks Your Employees Really Care About

Rallyteam

The best employee engagement and retention strategies include programs designed to give employees more control over their jobs and careers while ensuring that they feel valued and supported at work. Employee development plans must include more than books and online courses.

7 Dos and Don’ts of Communicating Total Compensation Reports

Compensation Today

This works well for lots of orgs — it’s a nice book-end to that process and signals a “final delivery” of pay decision information. This report should prompt conversation about pay, and ideally conversations about performance and development.

Talent and Performance Management Survey Summary

HR Daily Advisor

Formal Career Planning Program. Exactly three-quarters of respondents said they do not have a formal career program. Career Planning by Career Group. The majority of respondents (61.5%) indicated that all of their employees are covered by their career planning programs.