• Managing the non-cooperative employee

    Crystal Spraggins, SPHR

    If you’ve been managing for more than a minute, you’ve probably encountered the non-cooperative employee.

  • Keys to understanding the multiple definitions of pay for performance

    To be the best means hiring the best. Without a strong pay-for-performance strategy, however, organizations may fall short of their goals. The question is, does your leadership truly understand the definition of a great pay-for-performance campaign?

  • Managing Type-A talent

    Jessica Miller-Merrell, blogging4jobs

    Have you ever worked in an organization where the majority of your workforce is A-type leaders? These leaders are hard to keep around.

    Organizations that have an overwhelming number of Type-A leaders—but not enough leadership positions—seem to get stuck in a cycle of acquired then lost talent because there isn’t enough growth opportunity. These organizations are going to have to change how they’re operating if they want to retain their strong workforce.

  • Give me a break! Why your employees need a vacation

    Employees Need Vacation Image

    Near the end of every year, it’s common for HR to remind employees to take advantage of any remaining paid time off benefits. After all, paid vacation is precious  to most, and in some states, vacation is even considered the same as cash compensation. Yet, too many people don’t take enough time off, a phenomenon that’s been discussed in the industry by many experts.

  • 5 ways to make salary discussions less worrisome

    Salary discussions image

    Discussions about wage adjustments are generally conducted around the time performance evaluations are done. However, knowing the evaluations are coming doesn’t make them any easier to bear.  A lot of expectations walk into the office.

  • You want how much to stay here?!

    Paying for performance image

    How to stop losing good employees over money during the annual performance review

    The end of the year is often when individuals reflect on the challenges and accomplishments of the previous months. Many companies have also instituted year-end reviews to help plan for the next year’s budget.

  • Is your base pay falling short?

    Base pay falling short image

    Jessica Miller-Merrell, blogging4jobs

    When candidates apply for a job they generally dread seeing the three-letter acronym for pay on job requisitions, TBD. Employers, on the other hand, love being able to put this acronym because it creates a flexible environment where they can offer base pay based on experience alone if they’re not able to find the specific candidate they’re looking for. It’s clear that employers and employees think differently when it comes to offering any type of base pay.

  • 7 types of toxic employees

    toxic employees image

    Tessara Smith, PayScale

    There is no denying that retaining employees is one of the best ways a company can continue to grow and thrive. The more time and effort an employee invests in their career at your business, the more committed they become to watching it succeed. However, no matter how long someone has been with your organization, they may actually be contributing negative energy to your office environment. That being said, here are a few employees you should probably do something about ASAP.  

  • Morning bias

    Morning Bias image

    Tessara Smith,  PayScale

    Let’s face it, managers love when employees make it in to work early. They get to walk in the door and see that many of their team members have already gotten a “jump start” on the heavy work load for the day. Apparently having the ability to roll out of bed at an earlier hour equals greater praise from managers. These early risers are the individuals who are regarded as disciplined and dedicated overachievers, but do employees who work late nights get the same recognition? Not in the slightest. 

  • How to recognize top talent

    Recognize top talent

    Crystal Spraggins, SPHR

    Every employer wants top talent, right? Top talent gets stuff done and without a lot of fanfare. Top talent is creative, flexible, and reliant. Top talent consistently delights. Who wouldn’t want that?

    Now here’s another question. Would you (or your representative) be able to identify top talent during a job interview?

    A 2012 survey by Leadership IQ, a research and management consulting firm, found that nearly 46 percent of all new hires fail within the first 18 months of accepting the new job. Forty-six percent.

  • Employee motivation strategies that don’t work


    Tessara Smith,  PayScale

    When you type in the words employee motivation into Google's search bar, an overabundance of articles pop up suggesting ways to coax your disengaged employees to “check back in”. You read article after article and the themes seem to get a bit redundant to say the least. If you are an experienced manager or executive, chances are you have a good grasp on what works in terms of keeping motivation in your office alive. Still there are a lot of ideas floating around out there about how to maintain employee’s desire to keep doing phenomenal work for your company. What most fail to mention in their articles however are employee motivation strategies that don’t work. 

  • Should pay be linked to performance?

    header_PayLinkPerformanceJessica Miller-Merrell, blogging4jobs

    There are two very different schools of thought when it comes to whether or not pay should be linked to performance. We’ve seen the pay for performance option take off and reach an all-time high and in fact, 54 percent of companies reported that they were giving performance-based increases in 2013. As with anything, it has its positives and negatives, leaving the question of whether or not pay should be linked to performance still up in the air.

  • How to develop great employees in six easy steps

    Develop great employees imagethe majority of workers feel more motivated when their boss shows appreciation for their work

    Employee development is important, but unfortunately it is also often overlooked in the grand scheme of things. Day to day work life is hectic, but failure to actively develop employees can end up costing you top talent in the long run. Whether your company is one that hires a significant amount of young graduates, or you want to improve the team you have already built; turning good employees into great employees, is a lot less hassle then recruiting outsiders into your company. If you play your cards right, you could end up with highly skilled employees who are genuinely dedicated to helping your company thrive. Here are six strategies that you can use to start developing exceptional employees. 

  • Do employee reward programs really affect employee motivation & workplace morale?

    Well done image

    Jessica Miller-Merrell, blogging4jobs

    One of the most significant concerns employers experience is how to keep employees motivated and engaged at work. It may seem like a problem that would simply require the right combination of pay and rewards to produce the right results, but employees aren’t as easily motivated as one would think, though that isn’t necessarily a surprise to use in the Human Resources field. We have long known that recognition and relationships go much further than empty rewards, but how do rewards programs fit into the grand scheme of workplace engagement?

  • Is pay for performance the best form of compensation?


    Jessica Miller-Merrell, blogging4jobs

    Pay-for-performance is by far one of the most popular forms of compensation that employees can offer their workforce. But even with it’s popularity, the question of whether or not it is the best way to compensate employees remains. There are many ways to do it, but essentially pay-for-performance compensation means that a form of measurement is established and goals are set, then when employees meet a goal, they are compensated accordingly. This could be a number based on the amount of sales during a period of time, annual revenue, performance reviews or any number of other measurements. In fact, one of the most significant considerations in whether or not pay-for-performance compensation is the best idea for your business is the type of incentive payment you’re using.

  • Is Higher Pay a True Employee Productivity Motivator?


    Jessica Miller-Merrell, blogging4jobs

    Motivating employees is no easy task. Often times, there isn’t a cut-and-dry solution because there are a lot of factors to consider, from what’s going on inside the company to what’s going on with each individual employee. It can be easy to buy into a one-size-fits-all answer for how to motivate employees or to think that one major change will turn things around because it’s the simple. If just one adjustment, such as increasing employees’ pay, were all it took, we wouldn’t find it as challenging to motivate our workforce. But the truth is, employee motivation is complex.

  • Is the American work ethic really dead?


    Crystal Spraggins, SPHR

    I read an article the other day that boldly proclaimed:

    "The work ethic in our great country is going straight down the tubes and if that doesn't change, we're in BIG trouble!"

    The author, a motivational speaker who travels around the country, went on to present as evidence the stories he’s heard from employers throughout the U.S. about lazy, entitled America workers who want pay increases for no reason whatsoever even as they casually shuffle into work wearing PJs and flip flops.

  • Do workplace perks increase employee engagement?


    Jessica Miller-Merrell, blogging4jobs 

    Many years ago, workplace perks were few and far between but these days, nearly every company offers some kind of perk for its employees. In order to stay competitive, recruit the best of the best and keep employees happy, it’s vital to consider not only what employees can do for you but also what you can do for them. It would be easy to say off the cuff that employees are more engaged when you give them bonus perks in addition to their normal compensation but it’s important to really look at if and why this is true.

  • Want to know how to inspire and retain employees? Get Pay for Performance right


    The hallmark of a successful organization is one in which employees happily produce top results each day and do this organically without a lot of “hand holding” from management. However, what is the secret to attaining this level of greatness?

  • 5 reasons why you need an Employee Assistance Program


    Crystal Spraggins, SPHR

    The first employee assistance programs (EAPs) were established in response to the growing problem of alcoholism among white-collar workers.

    Eventually, however, the programs evolved into what they’re known for today—providing confidential support to employees with mental, financial, childcare, substance abuse, and other personal problems.


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