• Want a better workplace? Detoxify!

    There’s nothing more insidious than a workplace that tolerates toxic attitudes and behaviors. If even one employee is allowed to speak ill about the company, clients, or coworkers, negativity can soon become the norm in the corporate culture. Over time, toxic people can bring down entire work teams and departments, derailing the company one nasty comment at a time.
  • 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.

  • 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.

  • 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.

  • 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.

  • 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.
  • 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.

  • 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.

  • 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?

  • 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.

  • 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.

  • Should you include salary in job advertisements?

    Should you include wage information in job advertisements?

    In what has become a hot topic in the professional world, many companies tend to disagree on whether it’s a good idea to include wages in job advertisements. Even those employers who favor transparency may argue that transparency at this stage of the process is premature.

  • How to master difficult conversations

    Jessica Miller-Merrell, blogging4jobs

    Hard conversations are hardly fun. Instead, they’re often uncomfortable, and the outcomes can be unpredictable. When a situation can give way to the potential disappointment of a client or employee, a lot of things can happen. Many people find hard conversations so awkward they try and avoid them altogether.

  • The top 10 recruiting mistakes employers must avoid

    Let's face it. Recruiting today takes guts. The job market can be brutal, especially in industries that are desperate for great candidates. The life of a recruiter, and nearly every other person who’s in charge of hiring, can be stressful and difficult. Sometimes mistakes are made, leading to poor hires who do more harm than good to an organization while costing precious time and money.

  • Using employee benefits to boost a compensation campaign

    When it comes to employee compensation, it’s not just about the paycheck. Today’s job seekers are shopping around for the entire package, and that includes a generous starting salary, health and financial benefits, and other company perks. When presented with two equally interesting job offers, the smart candidate will pick the company that offers above-average employee benefits. This makes sense, given the worker is about to invest a great deal of hard work in your company.

  • Deciding on the best payroll schedule for your business

    The question often comes up in human resources and accounting departments: What’s the best payroll schedule? While the answer to this question is to a large degree dictated by state and local wage and hour laws, there’s some wiggle room for employers to make a decision that suits them and their employees.

  • 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.

  • Consistency is the key to candidate wage negotiations

    It's no surprise that wage negotiations between employees and management can be tense. Both sides of the table find these meetings difficult to get through, particularly during a performance review or a change of employment. However, wage negotiations often come with the territory of management, and they must be handled tactfully.

  • Salary or commission? Making the case for sales compensation planning

    Salary or Commissions

    A big challenge for many growing businesses is how to fairly compensate salespeople when cash flow is often not stable yet. The norm is to hire sales professionals strictly on a commission only basis, hoping that they will outperform your expectations and bring in new business. Others try offering a low salary with tiered commissions to reel in sales. 
    On the one hand, a commission-based system is supported by the incentive of new sales and upsells to current customers. On the other hand, sales people may not be overly motivated by this approach, resulting in less than stellar performance. How can a company leverage the best of a salary and commission compensation plan to improve sales performance?

  • Catching a Purple Squirrel in 3 Easy Steps

    Laleh Hassibi, PayScale

    Take the PayScale Challenge!
    Are you searching for a purple squirrel – you know, that elusive candidate who has all the qualifications and experience your job position requires? Or maybe you just lost a valuable employee to a competitor.  If you’re like most organizations, you spend between 30% and 50% of revenues – totaling millions of dollars a quarter – on compensation. Getting compensation right not only means having control over the bottom line, but getting and keeping star employees.


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