• 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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  • Bottoms up! How to reward and retain achievers at all levels

    It’s easy to focus on the top performing employees in the organization. After all, this is where the magic happens. But what if you spent some extra time evaluating the bottom level of employee performance to see what’s going on there? Perhaps there are some ways to boost performance by incentivizing lower-performing employees, thereby creating a new crop of achievers.
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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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  • 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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  • 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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  • Managing CEO pay

    Jessica Miller-Merrell, blogging4jobs

    Over and over again we hear about this CEO here and that CEO there and his colossal paycheck. As the story goes, while these CEOs are sitting on top and racking it up, all the little people are running around down below living on pennies.
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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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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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  • Asking about candidate salary expectations during the interview: A good idea or a bad one?

    Crystal Spraggins, SPHR

    PayScale’s salary negotiation guide is targeted to job seekers, but I think many of the articles offer excellent insight for employers, too.

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  • It’s time for a check-up! How HR folks can get ready for 2015

    Crystal Spraggins, SPHR

    January is the perfect time to think about how this year will be better than the last.

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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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  • Why your holiday party sucks

    Holiday party image

    Crystal Spraggins, SPHR

    Thanksgiving is over, and that means we’re all free to focus on those other upcoming holidays—whatever they might be for you.

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  • Top 10 Skills Every Compensation Manager Needs

    10 skills image

    Compensation managers have a tough job. Making decisions about how much to compensate employees for their efforts often involves ‘dancing’ between profitability and fairness. The fact that this work takes a great deal of research, industry knowledge, and tactfulness in the corporate environment means that only the best compensation managers will survive.

    In order to achieve top results as a compensation manager, it’s important that one has the right skills to get the job done well. Consider what it takes to excel as the compensation and benefits manager at your organization with the list below.

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