• 3 Common Types of Pay Compression

    Header_Main_CompressionMykkah Herner, MA, CCP, PayScale

    You’re going about your HR day and someone tells you you have compression. Maybe you suck in your tummy a little more and say “thanks?” Or maybe you know they’re talking about pay compression. In either case, do you know how to examine your pay practices? Do you know the many forms that pay compression can take? And perhaps more importantly, do you know what to do about it?
  • How to Handle Mergers and Acquisitions with Sensitivity

    By Sonnet Lauberth, PayScale Compensation Professional

    Mergers and acquisitions generally occur because they make good business sense. Rationale may include increasing performance, cutting costs, achieving deeper market penetration, and more. Rarely do the reasons include helping your employees sleep better at night. Indeed, mergers can strike fear in employees as they worry about role duplication, changes to the company culture, layoffs, and more. While a certain amount of unrest may be inevitable, here is how to get your employees through a merger as sensitively as possible.

  • Why Millennials Need Tough Love Like Mother’s Milk

    Blog_Header10.2_MainJade Makana, Director of Content Marketing, B2B

    How to Motivate the Generation That Already Has Every Participation Trophy

    So you’ve hired some millennials. You’ve managed to lure them off their air b’n’b couch, away from their artisan oatmeal food truck visions, and into an uber to come work for you. Good for you. But now, you actually have to work with the little hoodie-wearers. Suddenly, you find that every day is like that wedding you went to where the lumberjack’s son marries the Park Avenue daughter: awwwwwkward. How do you talk to each other? What do you have in common? How do you motivate a generation who already has every participation trophy? As a millennial myself, I can tell you the answer is, tough love.

  • Compensation Round-Up: Love, Lies, and a Game of Horse

    Joleen Oerman, B2B Content Marketing Specialist, PayScale

    Welcome to the Compensation Roundup, where we bring to you the hottest news in comp! Sample what’s happening in compensation right now, get in the know and grab some conversation starters. This week's topic: Loves, Lies and a Game of Horse.
  • HR Video: COLA Raises

    header_AskCompProVideoSeriesGot comp? Check out the latest video in PayScale’s new series, Ask a Comp Pro! 

    This new educational video series answers all your most burning compensation questions, for newbies and seasoned veterans alike. Today’s topic: COLA Raises. Watch now!

  • How to Manage Compensation Questions During Mergers or Aquisitions

    header_ManageCompQuestionsJessica Miller-Merrell, blogging4jobs

    There’s nothing scarier than showing up to work one day to find your world turned upside down by an acquisition or merger. All too often, though, that’s exactly what happens. Executives make plans behind the scenes, contracts are drawn up and employees go on with their daily business completely unaware. Then all of the sudden, when the details are finalized and it’s set in stone, the workforce is given the word. It could be two months, two weeks or even two days before the actual change occurs, but it never feels like enough time to prepare for the questions you’ll soon be asked by your employees.

  • You've Got Me Feeling Emotions...About Comp!

    Ashley Adair, PHR SHRM-CP, Benchmarking Team Lead at PayScale

    Whether we want to admit it or not, compensation is emotional.

    On an intrinsic level it reinforces beliefs and behaviors of employees – ‘I worked hard and did a good job so naturally I deserve a raise’. On a smaller scale, it can be the difference between organic vs. non-organic veggies or a vacation vs. a staycation. So how do you get down to business and communicate a decision that has such a personal impact?
  • How to Communicate a Change in Annual Raises or Compensation Rates

    header_CommunicateChangeRightWayJessica Miller-Merrell, blogging4jobs

    Any kind of change in the workplace can be a challenge for employees. Big or small, change is typically not a welcomed thing. Add in a monetary factor and people tend to get even more stressed out. It’s understandable. You’re talking about making changes to their livelihood, which can be stressful, confusing, annoying or downright scary. However, change is an inevitable part of life and work. So when you do find yourself in a situation where change is around the corner, it’s vital to communicate in a way that doesn’t alienate your workforce. Communicating compensation rates or annual raise changes requires strategy, tact and forethought.

  • How to Clean House on Your Comp Plan

    Rita Patterson, Onboarding Team Lead, PayScale

    Creating a comp plan is like cleaning your house. It’s easy to look across a living room and kitchen full of dirty dishes, scattered toys & magazines, and think “I don’t have the time and energy for all of this right now!” But cleaning your house and planning your compensation don’t have to be so daunting. Here are four steps to take toward a bright & shiny comp plan.
  • 10 Years Later: Does Everyone Still Hate HR?

    header_HateHRAnniversaryJessica Miller-Merrell, blogging4jobs

    We recently eclipsed the 10-year anniversary of Fast Company magazine declaring to the world that HR sucks. In their article, published in 2005 titled, “Why Everyone Hates HR,” Fast Company outlined several harsh—yet potentially true—points about why the HR industry just doesn’t work. We’ve been talking for the last 10 years about how all these things are changing, from the fact that HR professionals are starting to think strategically, to how we truly do have a seat at the table now. But has anything really changed in the last 10 years? Are we still the same department that everyone hates, or have we moved into a new realm of being understood and people seeing our value?

  • The Pros and Cons of Focal vs. Anniversary Merit Raises

    header_FocalSalaryIncreasesTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Shifting merit increases from employee anniversary dates to a focal point system may be an option for companies that want to connect performance with pay. While it can raise concerns for employees initially, there are multiple advantages of changing salary increases to correspond with actual performance metrics. But before you go messing with people’s pay, learn what this change impacts.
  • PayScale Partners With White House & Dept of Ed on College Scorecard Rollout


    On Saturday, President Obama announced the Department of Education’s updated College Scorecard designed to help future college students make data-driven decisions about which college to attend. PayScale had the opportunity to get a sneak peek at the new data and test an easier delivery method (an API) for organizations interested in using the federal data to build tools for consumers. PayScale has been producing reports on higher education for many years to help students and parents understand the financial return on investment of a college degree but pulling in additional data from the College Scorecard will make the reports even more robust. “Americans will now have access to reliable data on every institution of higher education,” stated Obama in his Presidential address.
  • Starting Small: Communicating Compensation Doesn't Have to be All or Nothing

    Rita Patterson, Onboarding Team Lead, PayScale

    Convinced that communicating comp means exposing every employee salary to the masses? Think you can’t communicate comp until you have a fully detailed, flawlessly executed Compensation Constitution in place? Rest assured, there is a middle ground between a comp plan that is shrouded in secrecy and one that is published on the internet.

    Communicating comp is a huge culture shift for many companies, so soften the shock by wading into the transparency pool gradually—it doesn’t have to be a full cannonball! Here is how to take the first steps toward communicating comp, using some common scenarios where conversing about compensation is key.
  • Minimum Wage Increases: The Key Factor You're not Looking At

    Joleen Oerman, PayScale

    Like a dress code in a public school, minimum wage mandates are invading cities, to mixed reactions. Concern is understandable: As a small business owner, one moment you’re able to outfit your work force into jeans of many brands—from Jordache to Joe’s. Then your city mandates that your employees can only wear only jeans sold at Nordstrom, when you’ve been outfitting much of them in jeans from Wal-Mart. As compensation is likely one of the largest line items in your budget, significantly upping the price of your lowest paid employees is a daunting task that many do not feel they can afford. Much like businesses, cities differ greatly in their ability to handle a significant increase in minimum wage.

  • HR Video: Comp Strategies for High Growth Companies

    header_AskCompProVideoSeriesGot comp? Check out the latest video in PayScale’s new series, Ask a Comp Pro! 

    This new educational video series answers all your most burning compensation questions, for newbies and seasoned veterans alike. Today’s topic: tips to developing a compensation strategy in high growth companies.
  • Annual Compensation Cycles Need to Take an Uber

    header_JoinCycleRaceTim Low, PayScale

    I was reading this story about GE dumping its famous (and infamous) Jack Welch baby, the stack ranking and annual performance review. That is a worthwhile topic for another day, but I was struck by a comment in the article by GE’s head of human resources, Susan Peters:

    “The world isn’t really on an annual cycle anymore for anything.”

    So. True.

  • New Whitepaper: 7 Reasons You're Not Too Small for Compensation Software


    What’s business-critical, valued by your employees, and likely one of the biggest line items on your budget? That’s right, compensation! You’ve implemented software for other parts of your business, so why ignore comp?

  • Lessons from Gravity: Murphy’s Law of Compensation

    Jessica Miller-Merrell, blogging4jobs

    Dan Price: The Robin Hood of Raise Giving, or the Sheriff of Silly Comp Calls?

    Thanks to massive publicity, we’ve all got a front-row seat for the Murphy’s Law of compensation scenarios unfolding as we speak. Quick refresher: Dan Price, the CEO of Gravity Payments, announced in April that he would be taking a pay cut and raising the minimum salary at his company to $70,000 over the next three years. What started as a noble intention has spiralled into a compensation can of worms. At least two employees have left because of the two biggest conundrums of implementing an equitable pay system: upper-level workers didn’t see the same type of pay increase as the less qualified, lower paid workers, and workers who did receive a pay increase were concerned that their less motivated co-workers wouldn’t put in the same effort as they do. These are both legitimate concerns and are two of the most significant issues with equitable compensation practices.

  • HR Video: Minimum Wage Woes

    header_AskCompProVideoSeriesGot comp? Check out the latest video in PayScale’s new series, Ask a Comp Pro! 

    This new educational video series answers all your most burning compensation questions, for newbies and seasoned veterans alike. Today’s topic: Tips to easing your minimum wage woes. Watch now!

  • What’s the Difference Between Pay Equity and Equitable Pay?

    Jessica Miller-Merrell, blogging4jobs

    Salary is a touchy subject, and it’s something that everyone - from the average employee to the well-known executive to celebrities - is curious about and treading lightly around. For those in the workforce helping to set salaries, keep employees happy and avoid lawsuits, it’s even more confusing and sensitive. Add to the mix the fact that the terms pay equity and equitable pay are thrown around in many different combinations and ways that are sometimes incorrect, often confusing and many times not helpful and you’ve got one big question mark on your hands. Today, we’ll set the record straight on what pay equity and equitable pay mean, how they relate to each other and how they’re different.


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