• Your employees are probably looking for a better deal...will they find it?

    Crystal Spraggins, SPHR

    Today we’re releasing the much anticipated 2015 Compensation Best Practices Report.

    Based on data from more than 5,500 business leaders, the report reveals attitudes about compensation, hiring, and retention as the economy continues to recover from the recession. This latest research report shows that while most companies plan to grow in size and offer salary raises in 2015, employers are still very concerned about attracting and retaining top performing employees, which creates serious doubts about their ability to compete effectively in our rebounding economy.

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  • When does paying more make good business sense?

    How do you know when it’s time to offer higher compensation for open assignments at your company?

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  • Understanding the Millennial employee

    Jessica Miller-Merrell, blogging4jobs

    The term “Millennial” (also commonly called Generation Y) refers to those individuals who reached young adulthood after the turn of the most recent century—or in other words, those born between 1980 and 2000.

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  • Making the connection between pay and work attitude

    Not too long ago, I wrote an article about the connection between pay and employee satisfaction and retention.

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  • Money as a powerful demotivator (don’t let this happen to your employees)!

    Crystal Spraggins, SPHR

    A friend recently confided her salary to me, and I was shocked at how little she makes. I know my friend is worth a lot more, and I’m pretty sure her organization could pay more.

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  • 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.

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  • 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?

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.  

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  • 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. 

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  • 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.

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  • Employee motivation strategies that don’t work

    header_UnsuccessfulEmployeeMotivation

    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. 

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  • 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.

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  • 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. 

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  • 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?

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  • Is pay for performance the best form of compensation?

    header_PayForPerformanceFair

    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.

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