• Forget Happiness. Wellness Emerges as a Compensation Strategy

    Header_Wellness_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    Employee engagement has been a buzzword in the human resource world for a while. It’s just common sense. When employees are happy and engaged at work they tend to be more productive. Much of this has been focused on employee happiness as an indicator of a solid compensation program – the better employees are paid and the more perks they enjoy; the greater their happiness should be, right? Not so much. Our 2016 PayScale Compensation Best Practices Report indicates that 73 percent of employers believe they are paying fairly, but only 36 percent of employees agree. Interestingly enough, some employers are shifting to creating overall physical and financial wellness for employees, and earning a better ROI. What’s this all about?

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  • Lessons from Yelp: How Transparent Pay Practices Motivate Employees

    Header_Yelp_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    Along with thousands of other people, I read Talia Jane’s open letter to her CEO with mixed emotions. Long story short, she wrote an in-depth blog, directed to the CEO of Yelp, describing the many ways that the pay for her entry-level job at Eat24/Yelp fell short of allowing her to pay for a car, apartment, and food. One of my colleagues posted a great analysis of the range of responses felt by employees across the generations. Her post got me thinking about the ways that Eat24 could have done a better job engaging Jane before it got to this point, because let’s be real—this point was way too far for her to actually be engaged in the core responsibilities of her job. What are the best steps to take to seek to prevent such dissatisfaction?

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  • Quality Hires Take Front Stage. What’s the Catch? Paying Them Well

    Header_Front_Stage_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    You may recall PayScale’s Turnover: The Good, the Bad, and the Ugly whitepaper in which we closely examined the reasons why employees leave otherwise good workplaces, and dispelled some common myths. What matters most to employers is why employees stay, and this comes from certain generational values and desires. For example, our research indicated that for Millennials, flexible working hours supersede starting salaries, but for older workers the chance to put away money in a retirement fund is much more attractive.

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  • The Free Trap: Why Free Data Isn't All It's Cracked Up To Be

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    Kari Van Hoof, CCP, PayScale Compensation Professional

    The internet is a great and wondrous thing, where with just a few key word searches, you can find anything and everything, including pay data. But is typing “software engineer salary” into your search engine and then using the information you find really the best way to figure out what to pay for your jobs? Here are five questions to consider if you’re thinking about using free salary data to make pay decisions.

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  • Your Special Relationship with an HCM Vendor—How to Find Your Perfect Match

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    By Paige Hanley, CCP, PayScale Compensation Professional

    Deciding to partner with an HCM vendor can feel a lot like being single—working your way through the dating pool to find your future spouse. As we approach Valentine’s Day, PayScale is here to give you a few tips and some guidance on how to navigate the various players you’ll interact with during this speed-dating to wedding planning process.

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  • Be a Unicorn. What Your Compensation Package Says About Your Business

    Header_Unicorns_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    It can be impossible for Human Resource pros to see things from an objective standpoint when we are so connected to the people and processes of our organizations. However, it’s critical to take a step back once in a while to view things from the perspective of employees and future hires. Compensation plays a major role here. The 2015 PayScale Compensation Best Practices Report revealed that a quarter of employers, “reported the inability to offer a competitive wage as a barrier to finding good people, which might explain why a whopping 78 percent claim to be only “somewhat” or “not at all” satisfied with their compensation structures.”

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  • Managing Comp during High Growth Phases

    Header_HighGrowth_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    When organizations get into high growth phase, everything starts moving faster. Recruiting speeds up. Finding people desks to sit in rapidly becomes an unsolvable puzzle.Making sure every incoming person has a set-up complete with computer becomes a greater challenge.All the moving pieces that are tough to keep up with on a good day suddenly run the risk of falling through the cracks. Compensation is another thing you have to get right as you scale quickly. So how can you make sure you’re getting the comp equivalent of the right set-up as you grow?

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  • Dump Annual Staff Surveys: Real-Time Engagement is Here!

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

    In a bold move, KPMG, a global professional services firm, has opted to dump its annual employee engagement surveys for good—relying on the theory that annual employee surveys are passé and real-time data is the new way of measuring the true engagement level. According to Robert Bolton of KPMG, "This term ‘engagement’ is abused, it's misunderstood, it's not evidence based, and it's a minefield.”

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  • Myth Buster: People Don't Leave Their Jobs Because of Pay

    Header_Myth2_MainPayScale

    Busted! In 2015, the number one reason most people left companies was compensation. The majority of respondents to the PayScale Compensation Best Practices Report cited “seeking higher pay elsewhere” as the primary reason for leaving a company. Moral of the story? Money CAN buy you love.
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  • Myth Buster: The Truth About the Gender Wage Gap

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    PayScale

    Myth debunked! While a pay gap does exist, it is smaller than most people think. For women and men in identical roles, the pay gap is 2.7%. This myth originates from the fact that when all women’s jobs are compared to all men’s jobs, the pay gap widens to 74 cents on the dollar, aka 26%, but that is because more women work in lower-paying fields. Moral of the story? Forget the pay gap and focus on this jobs gap—bring more women into leadership roles and high-paying fields!

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  • Top 5 Insights from Last Year’s CBPR (plus take the new survey!)

    header_CBPR2015_MainJade Makana, Director of Content Marketing, B2B

    For those who don’t know, every year PayScale produces the Compensation Best Practices Report. This report is based on a survey administered to 100,000 human resources professionals and business executives, asking them their point of view on the biggest topics in human resources and compensation: everything from minimum wage and managing millennials, to recommending your favorite HRIS and payroll software. Last year, we got over 5,000 responses.

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  • Why Increasing Pay Isn’t Always the Answer

    Header_Talking_Comp_MainSonnet Lauberth, PayScale Compensation Professional

    In my time as a Compensation Professional at PayScale, I’ve helped more than 75 organizations develop a compensation strategy to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation. Time and time again, the top two challenges I hear are that they don’t have a compensation structure in place and/or they have employees who feel they are underpaid.
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  • It’s 2016. Why is the C-Suite Still Stiletto Siberia?

    header_main_CSuiteJade Makana, Director of Content Marketing, B2B

    Probably, you’ve heard that women make 26% less pay compared to men. What you may not know is that this is largely because men hold the vast majority of high-paying positions (executive and C-Suite), not because women make 26% less than men for the same work. In other words, it’s not just a pay gap, it’s a power gap.
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  • PayScale's Compensation Glossary: Part 4 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional
    Let’s review. So far, we’ve given you the cliff notes for Comp 101, Market Pricing, and Pay Structures. Today we bring you (drum-roll please), your final exam! Just kidding. There is no test, but we do have our final list of terms for you. For our 4th and final lesson, we present: Pay Concerns and Pay Raises.
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  • 2016 Compensation Budgets Looming: What Industries Support Increases?

    Header_Comp_Budget_Looming_Main Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Only a few short years ago, our nation was in economic turmoil. Organizations didn’t know where to even start creating competitive compensation offerings because of the uncertainty of things. We accurately predicted that the best thing companies could do was to hang on to their top performers and talent, pay them fairly, and use real-time salary data to gauge trends as they were happening. Now, it’s up to comp managers to up the ante with strong compensation strategies in the top growth markets.

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  • PayScale's Compensation Glossary: Part 3 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    Wow! Can you believe it that we’re half way through our 4-Part Comp Glossary bringing you closer to ‘comp’lete mastery of the compensation language?! In part 3, we bring to you: Pay Structures.

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  • Total Compensation Update: Mandatory Paid Sick Leave for Contractors

    Header_Main_SickLeave Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Last month, President Barack Obama signed an executive order granting paid sick leave to federal contractors and subcontractors. This order officially goes into effect on January 1, 2017, but companies that employ government contractors are already taking steps to better manage their total compensation programs to accommodate this requirement. What can compensation administrators expect and how can they add value to the types of salary and benefits offered to some our nation’s hardest working people?
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  • Compensation Round-Up: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises

    Blog_Header9.29_Main 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 topics: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises.

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  • Trouble Brewing: When the Compensation Strategy isn't Working Anymore

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

    Just because your organization has an established compensation plan doesn’t mean it’s working well anymore. It’s very possible that trouble may be brewing. The signs may be subtle at first, but the problems will only build until the entire thing breaks down. Now, I don’t want to scare you, but I do want to educate you on some of the symptoms of a compensation strategy that’s about to fail.
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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 1 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional


    Even the most seasoned HR professional might take a big gulp if approached by their CEO to take charge of anything comp. That’s because, despite being part of the HR department, compensation is like the cool kid at a party. You know, the one you’re afraid to talk to. A bit mysterious, intriguing, and frankly, just seems way out of your league. Comp has its own language. Sure, you’ve heard some terms before, but you have no idea what they mean so you try to avoid the conversation altogether. Not to worry! PayScale has you covered in our new, 4-part Comp Glossary. You’ll be ‘comp’letely fluent in no time.
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