• 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 over 75 organizations develop a compensation strategy and structure 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.
  • A Workplace Guide to Managing Your Control Freak Boss or Team Member

    BlogHeader7_31Jessica Miller-Merrell, blogging4jobs

    Those that know me know I’m a control freak who is extremely stubborn, highly creative and often difficult to work with. And that’s also how I described myself down to the letter when I was recently interviewing candidates for a position that directly reports to me.
  • 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.
  • 3 Tips to Design a Transparent Non-profit Compensation Strategy

    By Sonnet Lauberth, PayScale Compensation Professional

    PayScale reports that a more transparent compensation policy can support the recruitment and retention of employees at many non-profit organizations, especially in a growing multi-generational environment.
  • Get Onboarding Right for Better Employee Retention

    Employee Onboarding

    The competition for top talent continues to heat up as organizations fight for those who have highly sought after skills. In some industries where growth is the strongest, the search for candidates with the right stuff can take months. Yet, why is it that as quickly as companies secure their best employees, they jump ship?

  • Conscious Compensation: The Key to Retaining Earnest, Sensitive Millennials

    Millennials CompensationJessica Miller-Merrell, blogging4jobs

    Millennials are the newest generation to enter the workforce. For many employers, they are still revered as unknown and unpredictable. They are scary and intimidating, different. Because employers don’t understand them, they have not quite fully come to understand how to effectively manage and retain them.

  • Yes, people really do quit jobs for more money

    Crystal Spraggins, SPHR

    PayScale’s 2015 Compensation Best Practices Report (CBPR) noted two primary reasons people quit their jobs last year: personal reasons (family, marriage, health, school, etc.) and “seeking higher pay elsewhere.”

    A new baby, health challenges, a desire for more education, or a partner’s great new job across the country are all common catalysts for making a job change, it’s true. And generally speaking, that decision is completely unrelated to the employee’s work conditions (and therefore outside of the employer’s control).

  • Why retaining employees is now even more important than retaining customers

    Jessica Miller-Merrell, blogging4jobs

    How do you retain customers? Common answers may include creating kickass products, having a strong brand, or having great data to help you beat the competition.

    But there’s another key to retaining customers and that’s by retaining your employees. Your employees are the framework on which all of your company’s success is built, which is why a company with low turnover is far more likely to be successful than one with high turnover.

  • Will recent pay increases for minimum wage workers affect those in higher earning brackets?

    Co-written by Mykkah Herner, PayScale Comp Specialist and Tess C.Taylor, Founder of HR Knows

    Around the nation, large corporations are taking the minimum wage issue to heart by instituting salary increases for their most underpaid workers.

    Companies like McDonald’s, Wal-Mart, Target, and TJX, the parent company of TJ Maxx and Marshalls, have announced plans to raise wages by as much as $1 or more per hour, with more raises coming for the beginning of 2016. This is good news for the millions of entry-level and minimum wage workers who typically earn just above the poverty line in many U.S. states.
  • 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.

  • 21 fresh employee engagement ideas

    When a workplace is filled with happy and engaged employees, the culture takes on a life of its own. It’s nearly impossible to not get caught up in the enthusiasm of these organizations. People are smiling, meetings promote real innovation, and everyone is focused on producing the best work while having fun.

    A culture this good doesn’t happen by accident. How do we get there?

  • The low down on employee turnover

    Crystal Spraggins, SPHR

    According to PayScale’s 2015 Compensation Best Practices Reportthe top five reasons for turnover in 2014 were:
    1. Employees seeking higher compensation (20.8 percent)
    2. Personal reasons (20.6 percent)
    3. Employees seeking advancement elsewhere (17 percent)
    4. Termination due to poor performance (16 percent)
    5. Employees seeking different company culture/expectations (9 percent)

  • 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.
  • It’s not a skills gap, it’s a skills challenge

    Crystal Spraggins, SPHR

    The height of the Great Recession brought talk of the skills gap front and center. As millions of job seekers took to the Internet to complain about boorish recruiters, clueless hiring managers, and broken hiring processes (including endless rounds of interviews), employers claimed they couldn’t find enough qualified workers to fill their job openings.

    Workers shot back that there were plenty of qualified candidates—employers were simply taking advantage of the slow economy to be overly demanding, ridiculously exclusive (no long-term unemployed or older workers need apply), and cheap. The term “purple squirrel” became a conversation staple.

  • 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.
  • PayScale Index shows wilting wages for STEM jobs


    Jade Makana, Director of Content Marketing B2B

    Is the bloom off the STEM rose? According to the new PayScale Index, wages for previously hot performing STEM (science, technology, engineering, math) jobs grew just 1.0% annually, experiencing the lowest wage growth in any category. In fact, wages for STEM jobs have been relatively stagnant for months.

    So is it time to stop offering your engineer candidates’ top dollar? Not necessarily. This slow-down is more of a reflection of STEM’s hot streak growth in 2014, versus a testament to the decline of the industry. “After incredible growth, the industry is kind of taking a breather this quarter,” said Tim Low, PayScale Vice President of Marketing. In fact, even with this decline, these jobs are still near the top for wage growth since 2006 (approximately 10 percent), due to remarkable growth for several years.

  • 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.

  • Effective management of multi-generational work teams

    The words “workplace diversity” often conjure up images of peoples of all cultures, religious affiliations, ethnicities, and countries of origin working together in relative harmony.

    Yet, diversity in our modern workplace encompasses another, very important difference—the typical work environment includes a wider age gap among employees than ever before.

  • 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.

  • 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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