• #1 goal this year: get pay raises right!

    Get raises right image

    There’s a vicious cycle that happens in organizations across the globe. Each year, employees eagerly anticipate getting their performance reviews completed so that they can start benefitting from a much-deserved pay raise. But when the results come in, they are left wondering why they are being handed such a pathetic salary increase? It's enough to make a good employee walk out the door. Sadly, many do just that.

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  • Salary budgets more generous in 2015? Surveys say yes!

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    Over the last few years, it seems as if salary increases have gone the way of dinosaurs as companies still struggle to recover in a new economic climate. While there will always be a focus on performance improvement, added compensation has been a topic that executive teams don't want to discuss.

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  • Comp budgeting 3: How to request money for your comp budget

    Tessara Smith, PayScale

    If you read parts 1 and 2 of these three part series on comp budgeting, you now know how to handle compensation and inequities. Now that you know exactly how you are going to implement your comp plan there’s one last hurdle to surmount -- you still need to convince your superiors of why this compensation budget is necessary. Asking for more money is not always an easy topic to bring up when approaching your superiors. In order to get your newly formed budget approved, you will need to get all your ducks in a row.

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  • Comp budgeting: How to identify compensation inequities

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    Tessara Smith, PayScale

    In this first part of our three part email series on Compensation Budgeting, we take a look at compensation inequities. Compensation inequities can occur at an organizational, departmental, positional, or even individual level. To run a successful business and maintain employee satisfaction you have to know how to identify and resolve these inequities. To follow are some things you should be aware of at each level

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