• Dump Annual Staff Surveys: Real-Time Engagement is Here!

    Header_Dump_Annual_Surveys_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    In a bold move, KPMG, a global professional services firm, has opted to dump its annual employee engagement surveys for good—relying on the theory that annual employee surveys are passé and real-time data is the new way of measuring the true engagement level. According to Robert Bolton of KPMG, "This term ‘engagement’ is abused, it's misunderstood, it's not evidence based, and it's a minefield.”

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  • Myth Buster: Talking About Pay Could Incite an Employee Riot

    Header_Myth3_Main

    PayScale


    If you aren’t talking with employees about pay, chances are they are talking to one another—creating their own story of your compensation philosophy. Not a good thing. PayScale surveyed more than 71,000 employees to study the relationship between pay and transparency.
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  • When is tough love too tough? One Gen-Xer’s view on motivating Millennials

    Header_Tough_Love_Main Mykkah Herner, MA, CCP, PayScale

    Let’s face it, Millennials already make up more than half the workforce. That may differ from organization to organization, but most of the companies I work with are actively faced with the challenge of motivating and engaging employees across the generations, when the generations have such different characteristics. And – newsflash, there just aren’t enough of us Gen X-ers around to step into the leadership roles that will begin opening up as the last of the Traditionalists and Boomers move on!
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  • Why Millennials Need Tough Love Like Mother’s Milk

    Blog_Header10.2_MainJade Makana, Director of Content Marketing, B2B


    How to Motivate the Generation That Already Has Every Participation Trophy

    So you’ve hired some millennials. You’ve managed to lure them off their air b’n’b couch, away from their artisan oatmeal food truck visions, and into an uber to come work for you. Good for you. But now, you actually have to work with the little hoodie-wearers. Suddenly, you find that every day is like that wedding you went to where the lumberjack’s son marries the Park Avenue daughter: awwwwwkward. How do you talk to each other? What do you have in common? How do you motivate a generation who already has every participation trophy? As a millennial myself, I can tell you the answer is, tough love.

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  • Time to Get Real About Employee Engagement! 65% of Employees are Quitting for More Money

    header_EmployeeEngagementReallyMeansTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The term employee engagement gets thrown around pretty loosely today, but what does this concept really mean? With 63 percent of employers concerned about employee retention, employee engagement goes a lot deeper than just smiling happy employees at the office. It’s about how employers are jumping through hoops to keep their workers plugged in.
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  • Building Salary Ranges for Beginners, Part 1

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    By Jenni Marquez, CCP, PayScale Compensation Professional

    “What’s the typical salary range for an administrative assistant?” Talk about a loaded question! Here at PayScale, we work with a lot of companies who are trying to determine typical salary ranges for their jobs. What are the signs that your organization needs a salary range overhaul?

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  • Human Resources: 3 Tips for Getting a Seat at the Executive Table

    Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger 

    The PayScale 2015 Compensation Best Practices report indicated that in most companies, CEOs still call all the shots. In fact, 53% of the organizations we polled said that the CEO is responsible for setting the compensation budget and setting compensation structures, while only 49% of HR Directors are getting the chance to take charge of the compensation structure.
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  • The Busy HR Professionals Guide to Avoiding Stress and Burnout

    Jessica Miller-Merrell, blogging4jobs

    PayScale’s 2015 Compensation Best Practices Report shows that the number one reason people leave jobs is due to poor compensation. Many suffer from ongoing stress and overwhelm stemming from job duties to financial challenges. Human Resource professionals are not immune to the effects of stress, but there are ways to regain balance and bounce back from burnout.

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  • Uncovering the Hidden Causes of Poor Employee Performance

    According to PayScale’s Compensation Best Practices Report, 69 percent of all employers are deeply concerned about losing their best people. People truly are the best assets of any organization, therefore it’s critical to weed out any potential causes of poor performance and retention as early as possible.
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  • Your greatest asset, eh? Turning a buzz phrase into an actual business practice

    Crystal Spraggins, SPHR

    Workers have been challenging employers for a while now to make good on their claim that “employees are our greatest assets.”  Because, let’s face it—some employers haven’t exactly been walking the walk.
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  • Get Onboarding Right for Better Employee Retention

    Employee Onboarding

    The competition for top talent continues to heat up as organizations fight for those who have highly sought after skills. In some industries where growth is the strongest, the search for candidates with the right stuff can take months. Yet, why is it that as quickly as companies secure their best employees, they jump ship?

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  • Yes, people really do quit jobs for more money

    Crystal Spraggins, SPHR

    PayScale’s 2015 Compensation Best Practices Report (CBPR) noted two primary reasons people quit their jobs last year: personal reasons (family, marriage, health, school, etc.) and “seeking higher pay elsewhere.”

    A new baby, health challenges, a desire for more education, or a partner’s great new job across the country are all common catalysts for making a job change, it’s true. And generally speaking, that decision is completely unrelated to the employee’s work conditions (and therefore outside of the employer’s control).

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  • Why retaining employees is now even more important than retaining customers

    Jessica Miller-Merrell, blogging4jobs

    How do you retain customers? Common answers may include creating kickass products, having a strong brand, or having great data to help you beat the competition.

    But there’s another key to retaining customers and that’s by retaining your employees. Your employees are the framework on which all of your company’s success is built, which is why a company with low turnover is far more likely to be successful than one with high turnover.

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  • 21 fresh employee engagement ideas

    When a workplace is filled with happy and engaged employees, the culture takes on a life of its own. It’s nearly impossible to not get caught up in the enthusiasm of these organizations. People are smiling, meetings promote real innovation, and everyone is focused on producing the best work while having fun.

    A culture this good doesn’t happen by accident. How do we get there?

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  • Understanding and communicating the value of total rewards

    Jessica Miller-Merrell, blogging4jobs

    The first step toward understanding and communicating the value of total rewards is defining the term “total rewards.” Think of total rewards as all the tools available to the employer to attract, motivate, and retain employees. Total rewards include everything the employee perceives to be of value from the employment relation-ship. Smart employers use this “whole package” concept to attract and obtain new talent.

    In the current job market, workers have come to expect more from their potential employers than competitive wages. When considering a position, most employees will ponder the total rewards affiliated with the offer. Total rewards can comprise wages, time off, a flexible schedule, group benefits, work environment, work culture, and many other things. The considerations will differ by employee, because different employees want and value different things.
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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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  • 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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  • 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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