• How to Deliver Bad News in the Best Way Possible to Your Employees

    BlogHeader7_24Jessica Miller-Merrell, blogging4jobs

    PayScale’s 2015 Compensation Best Practices Report indicated that the biggest concern of most HR pros is losing their top employees. This can make delivering “bad news” even more worrisome. Find out how to do this in the best way possible to avoid losing good people.
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  • 5 Steps to Creating a Merit Matrix

    By Jenni Marquez, CCP, PayScale Compensation Professional

    Most companies today are actively working to develop a pay-for-performance culture. As an HR Professional, how can you position yourself as a strategic partner to your executive team and help them achieve this goal? One way is through use of a merit matrix.
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  • Data, not drama: How to take the emotion out of employee pay conversations

    Crystal Spraggins, SPHR

    Unless you’re about to drop a load of cash on someone, money talks can be tense.

    What’s more, according to PayScale’s 2015 Compensation Best Practices Report  (CBPR), nearly a third of companies don’t regularly perform market and compensation analysis, and most (57.1 percent) don’t train managers to have tough conversations with employees about compensation. The end result? Too many managers have neither the data nor the skills to handle difficult conversations about money.

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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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  • 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.
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  • 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.

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  • 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.

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  • 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.

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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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  • 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.
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  • 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.

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  • 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.

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  • 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?

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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  • 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.

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