Culture and Compensation

China Gorman

PayScale has produced its 8 th annual in-depth report on compensation best practices: Comp is Culture. If you have anything to do with paying people – so, that’s virtually every manager, everywhere – reading this report will be well worth your time.

What to Do When You Need to Ignore Your Pay Survey

TLNT: The Business of HR

We live, love and dream about data here at PayScale, and big data is driving business and pay decisions across industries and functions. Compensation & Benefits Pay for Performance Performance Management Wages, Pay, & Salary FeaturedData, data, data.

Say Goodbye to the Annual Bonus


Everyone in the world of HR is talking about the end of annual performance reviews. The chatter is focused on how to promote a coaching culture throughout the year to continuously improve employee performance.

Breaking Out Of The 'Best Practices' Ant Farm

Compensation Cafe

Payscale's 2016 Best Practices Survey welcomes readers to a magical place called Comptopia: I n 2016, cast your compensation cares away and escape to an idyllic island known as Comptopia. Hiring managers nod agreeably when you recommend a salary.

Adobe 56

Should You Put a Two-Year Limit on Employment?


They also realized that they had created an awkward situation for managers, who were charged with not only maintaining optimal employee performance, but also ensuring their employees were following their personal career development plans, two trajectories that could easily end up competing. Clearly, both compensation and performance reviews are whole different animals at Jolt from your typical company. This post originally appeared on Payscale.

Talent Success Toolkit Lesson 5: Compensation

ClearCompany HRM

In 2017, employee salaries are expected to grow by 3% ; with candidate and employee resources like Payscale easily accessible to research competitive compensation rates for specific job roles, addressing com pensation is a vital step to the retention improvement process for employers.

Link pay to performance. Like…seriously this time!

Compensation Today

Crystal Spraggins, SPHR When PayScale asked more than 5,500 business leaders the main reason their companies adjusted pay in 2015, 52 percent answered "employee performance." 95 percent of managers are dissatisfied with their companies’ performance man-agement process.

7 Tips for Moving to a Pay-for-Performance Culture

Compensation Today

Companies have seen a bit of a revolution in performance-based pay in the past few years. Most have removed the rank-and-yank style of performance management. What follows are the top seven tips for moving to a performance-based-pay culture.

How to Make Headway on Pay Transparency

Compensation Cafe

Employees gather statistics-lite data from sites like Payscale, Glassdoor and Quora and treat it as equivalent to any data you may offer. After all, it's not just compensation information you'll be sharing but, eventually, a whole new open-book pay-for-performance philosophy.)

HR Big Data Continues to Float to the Cloud

Compensation Today

Taylor, PHR, SHRM-CP, PayScale Senior Blogger PayScale’s 2015 Compensation Best Practices Report indicates that HR technology will become hugely important in the coming years. These areas of improvement include better communication, knowledge sharing, and performance management.

Get More from Performance Reviews—Use Metrics to Link Pay

Compensation Today

Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger Old methods of measuring performance once a year just don't work anymore. They’re cumbersome and only focus on recent performance goals. Take a look at some best practices for linking pay for performance during employee reviews.

Recognizing People: A Recap of the WorkHuman Conference

Compensation Today

Eric Mosley, CEO of Globoforce, laid out five future trends, including: replacing performance management with continuous feedback, individualized rewards and pay, team management, the role of the coach, and HR as a culture facilitator. PayScale’s Dovetailing Interests.

Top Five Compensation Trends from 2016

Compensation Today

Going are the days where companies stop at giving discretionary bonuses that are unlinked to performance. 4: Organizations are managing performance more frequently. 75% of conversations about pay happen between managers and employees. 2016 has been anything but boring.

Top 16 Compensation Blog Posts from ’16

Compensation Today

2016 was a busy year in HR too, between FLSA and Minimum Wage legislation, and the ongoing changes to performance management. At PayScale we’ve had a fun year keeping you all up to date with the haps. PayScale counts down the top 16 blog posts from 2016!

Study Reveals Biases in Pay Decisions


They spend a significant amount of time training managers how to hire candidates, coach employees, and evaluate performance in a manner that removes biases in pay raises and ensures a fair experience to all employees. In Payscale’s latest “ Raise Anatomy ” report which surveyed workers to understand their history of asking for raises , we found that employees of color who ask for a raise are less likely to receive it as compared to their white male employees.

Study 52

May I Please Have a Raise?

Compensation Cafe

That's why I thought I'd share some findings from Payscale's recent "Raise Anatomy Study." . I'd suggest you hold on for a few minutes, because I'm going to translate the findings into easy DIY actions that will help you manage turnover better, never a bad goal to have.

The Merit Matrix: Useful Tool or Relic of a Budget-Rich Past?

Compensation Today

One has to do with performance management, going “ratingless,” and the best ways to link performance with pay. One of the underlying questions seems to be whether merit matrices are still the way to go when it comes to acknowledging performance with pay.

CBPR Top 10: What Comptopians Do Differently

Compensation Today

Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale PayScale’s 2016 Compensation Best Practices Report is here! This year, for the first time ever, we differentiate top performing companies from the rest.

Don't Miss this Summer's Hottest Compensation Events

Compensation Today

Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger The summer months are just about to kick off and with the warmer weather comes new and exciting industry events. Tess C.

You're Overpaying. Now What?

Compensation Today

Jenni Marquez, CCP, PayScale Compensation Professional Just discovered that a large portion of your workforce is overpaid to market and not sure what to do? Do they report to the same manager(s)? Are all your employees above market because they’re all top performers?

How to Deliver Bad News in the Best Way Possible to Your Employees

Compensation Today

Jessica Miller-Merrell, blogging4jobs PayScale’s 2015 Compensation Best Practices Report indicated that the biggest concern of most HR pros is losing their top employees. One of the banes of most managers’ existence is when they have to deliver bad news to their employees.

Why Is It So Important to Communicate Total Rewards?


Here are some statistics to consider: More than half (52%) of employees feel that their company does not explain pay programs effectively (source: Towers Watson Global Workforce and Global Talent Management and Rewards Study, 2014).

5 Steps to Creating a Merit Matrix

Compensation Today

Most companies today are actively working to develop a pay-for-performance culture. A merit matrix is a two-factored table created by HR Departments to help managers equitably allocate raises across their employee population. Now, consider your budget and the mean performance rating.

Trouble Brewing: When the Compensation Strategy isn't Working Anymore

Compensation Today

Taylor, PHR, SHRM-CP, PayScale Senior Blogger Just because your organization has an established compensation plan doesn’t mean it’s working well anymore. If your pay is not linked to performance, how can it ever be effective for driving employee engagement and motivation? Tess C.

5 Things Every CEO Needs to Know About HR

HR Daily Advisor

In the past century, Human Resources has evolved from “Welfare Officer” and “Labor Manager” to the modern HR role, often known as “Chief People Officer” or “VP of People.” HR should ask this question every day: “How do we motivate top performance?”

Why HR Needs More Tech Budget

Compensation Today

By Kari Van Hoof, CCP, PayScale Compensation Professional Technology has muscled its way into all aspects of our lives and in many cases—regardless of profession, is fundamentally changing the way we do our work. Kari Van Hoof, CCP, is a Compensation Professional at PayScale.

Pay Transparency Is Not Going Away

Compensation Cafe

For one thing, all they have to do is ask PayScale, a dubious but easily accessible online information source. She brings deep expertise in compensation, communications and leadership to topics like the CEO Pay Ratio and performance management discussions at the Café.

The First Step Towards Pay Transparency

Compensation Cafe

While some employees would say that definition doesn't really achieve the endgame they envision -- open book management -- if your employees developed a better understanding of what fair pay is, they will acknowledge the progress you have made.

How Important Are Employee Retention Programs?


You’re Handing High Performers Over To Your Competitors: Losing top talent is a rough blow in and of itself, but consider this fact presented by Management Study Guide : when your employees leave, it’s more likely that they’ll go work for your competitors.

The performance appraisal is just the jumping-off point to your SMART Goals & Objectives


After you get feedback in your employee appraisal, improve your performance on a daily basis with these 12 steps. The performance appraisal is just the starting point, though. Set Performance Goals. Hopefully you’ve done this with your supervisor in your performance appraisal.

Conference Twitter Primer #HRtechConf 2018


Josh_Bersin : Corporate Talent, HR, & Learning Analyst, Founder of Bersin by Deloitte, research and advisory firm focused on management, leadership, HR tech. GretchenA : By day, I manage a product strategy team. By night, I manage a family.