• Developing employee skills with generous training incentives

    It’s long been understood that companies need great talent to attain higher levels of innovation and success.

    The only problem is, shortages in certain skill sets are making it difficult for organizations to hire the best. When this is the case, smart companies turn to training and development to bring their current and future employees up to speed.

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  • Effective management of multi-generational work teams

    The words “workplace diversity” often conjure up images of peoples of all cultures, religious affiliations, ethnicities, and countries of origin working together in relative harmony.

    Yet, diversity in our modern workplace encompasses another, very important difference—the typical work environment includes a wider age gap among employees than ever before.

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  • Why total compensation matters (and 3 ways to give your program a boost)

    There’s a growing focus on compensation transparency as human resource teams struggle to find and keep great talent. By highlighting all the perks an organization offers, companies hope to attract the best people to take the company to the next level. But does compensation transparency really draw better quality workers? 

    I’d argue that before focusing on transparency, employers should be sure they have the best compensation program possible, because compensation matters now more than ever.

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  • Bottoms up! How to reward and retain achievers at all levels

    It’s easy to focus on the top performing employees in the organization. After all, this is where the magic happens. But what if you spent some extra time evaluating the bottom level of employee performance to see what’s going on there? Perhaps there are some ways to boost performance by incentivizing lower-performing employees, thereby creating a new crop of achievers.
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  • Three big reasons why sales compensation plans don't meet employee expectations

    Companies with a sales force also tend to have a sales compensation plan. Typically, the plan consists of either a base salary plus commissions earned for generating additional sales or a straight commission-based program. Even though many companies offer these plans, they tend to fall short of expectations—leading to lower than average sales and earnings.

    Why do sales compensation plans often fail to produce the best results? Well, because companies make mistakes when creating and implementing them in the first place!

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  • Job enrichment done right

    Tessara Smith, PayScale

    The time has come to consider doing some spring cleaning in the office, and I’m not talking about mopping and dusting.

    Employees get bored doing the same job for months, years, and sometimes decades on end. Obvious solutions to this boredom are promotions and pay raises, but in some instances, these are not an ideal course of action. A vastly underused option in this scenario is job enrichment programs. Job enrichment programs aim to reduce repetition and allow workers to expand their roles.

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  • Everybody’s got questions about Zappos and surge pay

    Crystal Spraggins, SPHR

    Earlier this year, news broke that Zappos had begun experimenting with surge pay for its call center employees.

    Adopting the idea from taxi service Uber, Zappos hopes the new compensation structure will incentivize employees to work when customer demand is highest, such as in the early hours of the weekdays on the east coast or during the early hours in Las Vegas, where Zappos is headquartered. Under the new system, more demanding shifts equal higher pay.

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  • Is your work from home policy ruining your company morale?

    Jessica Miller-Merrell, blogging4jobs

    Not everyone agrees on how work from home (WFH) policies affect productivity, and we could discuss the topic for hours. However, WFH policies affect more than productivity. They also have the potential to greatly impact your employees’ morale.

    WFH can have a direct correlation to an employee's engagement or lack of engagement, because people are different and react to working from home differently. Some people have personalities that are suited to WFH, but others don’t.

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  • Big retailers raise the bar with across-the-board wage increases

    In a bold move, several big retail chains announced they’d be increasing worker wages this spring from the federal minimum wage. Among retailers so far are Walmart, TJ Maxx, Marshalls, HomeGoods, and other TJX stores.

    No doubt this announcement is part of an effort to boost the image of the retail industry while attracting and retaining employees with better compensation. It’s no surprise this effort follows a wave of highly publicized organized worker protests and lawsuits claiming these markets take advantage of cheap labor. 

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  • Bringing energy back to the workplace

    Tessara Smith, PayScale

    Lately it seems like your workers have got a serious case of the Mondays when in fact it’s Wednesday!

    Studies show that many Americans are chronically sleep deprived, so perhaps it’s no surprise there will be times when employees are barely able to keep their eyes open. On those days, hopefully these sleepyheads will clock out early without leaving a ton of work behind.

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  • Clearing up the confusion about compensation plans

    You may not be surprised to hear me say that compensation programs can be difficult to understand at times. Compensation programs can be complex, leading to confusion for some employees.

    That’s too bad, because if employees are confused about how they’ll be compensated for their hard work, they may fail to meet performance standards. When this happens, disappointment ensues. Employees may not get the wage increases they believe they have coming to them, and employers may not get the performance they want.

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  • Using nontraditional incentives to motivate your employees

    Jessica Miller-Merrell, blogging4jobs

    Without question, cash is the most common (and many would argue the most important) form of compensation. Each year, most employees look forward to increasing their income. The general thought is that after 12 months of good work, an employee is entitled to a raise. This raise is expected to reflect the value the company places on the individual receiving it—or something like that.
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  • Golden carrots don’t produce employee engagement

    Earning more business is a natural part of growth for most for-profit organizations. It’s very easy to get caught up in focusing on the bottom line, forgetting that much of this revenue comes from the efforts of an engaged workforce. Without an engaged workforce, no business will prosper.

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  • No more grumbling: Make performance reviews more productive

    Each year, managers focus on improving the core performance of their teams by evaluating the results of the previous year. This is often referred to as performance review season, and it’s a particularly stressful time for both employees and their managers—and for good reason.
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  • 11 tips for working with your introverted employees

    Tessara Smith, PayScale

    People can be extroverted, introverted, or somewhere in between. Our society is chock full of personality types, and learning how to work well with all kinds of people is critical to being an effective manager.

    On a day-to-day basis you’ll typically engage with more extroverts than you do introverts. That’s because extroverts are vivacious humans who aren’t afraid to strike up a conversation. Extroverts display charisma, passion, and charm—all the important qualities needed to be a successful employee in this fast-paced market.

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  • Managing CEO pay

    Jessica Miller-Merrell, blogging4jobs

    Over and over again we hear about this CEO here and that CEO there and his colossal paycheck. As the story goes, while these CEOs are sitting on top and racking it up, all the little people are running around down below living on pennies.
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  • How busy work is costing your company millions, if not trillions, each year

    Jessica Miller-Merrell, blogging4jobs

    Busy work keeps you occupied but provides little to no value to your company. As a result, the more busy work, the more time and money wasted.

    Not all busy work is unnecessary (think filling out timesheets, answering email messages, or checking voicemail messages), but all should be kept to a minimum for maximum performance. Managed poorly, busy work detracts from productivity.

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  • The right way to pay remote employees


    Have you employed any remote workers yet? If not, there’s a good chance you have or will in the near future. The use of remote employees and contractors has many benefits, including the ability to expand globally with minimal overhead costs, the ability to recruit from a much wider skillset of talent, and the convenience of having employees in multiple time zones to manage projects around the clock. Multiple studies, including these highlighted in Working Mother Magazine have also shown that remote workers are more productive, which means companies earn greater revenues.

    How can your organization ensure your remote workers are paid the best possible compensation for their unique work value?

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  • How to say “no” when your employee asks for more pay

    Jessica Miller-Merrell, blogging4jobs

    In a perfect world, every time you wanted to reward a high-performing employee with more cash, you’d have the wherewithal to do it and no other factors to consider.

    In some instances, an employee may ask and then receive. However, this isn’t always easy to do, and in some cases it’s not feasible at all.

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  • Read THIS before advertising pay ranges

    Jessica Miller-Merrell, blogging4jobs

    There are numerous factors that contribute to what pay ranges to advertise in a job posting and subsequently many more factors to consider before you offer a qualified candidate the position.

    Many companies use broad pay ranges in jobs advertisements, giving them maximum flexibility depending on candidate selection. Still, in our ever-changing market, it’s hard to know if the expectations you’re setting are on point.

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