As a compensation software company with a mission to bring pay topics out of the shadows and into the light, we are fierce advocates of pay transparency around here. (Reminder: Transparency is a spectrum; what’s right for one company may not be great for another, and we support you in whatever you choose, so long as it’s intentional. We’re not yelling at you.) We’re proponents because it matters: Employee satisfaction goes up and intent to leave goes down when there’s more transparency around pay practices.
Employee satisfaction goes up and intent to leave goes down when there’s more transparency around pay.
So you can imagine how much head-nodding was happening as I read this piece in TLNT by Jennifer Oertli, Director, Client Success at Bonfyre. In it, Oertli highlights the huge advantages organizations that are more transparent (even beyond pay) enjoy, including greater control of the company narrative and the ability to stay ahead of issues that would otherwise blow up. She offers four very helpful pointers for orgs set to embark on the undoubtedly uncomfortable path of increasing transparency: choose your words carefully, get executive buy-in, listen as much as you speak and appoint the appropriate spokesperson. Yes. Yes to all of this! Check out the full article for more of her great advice.
And oh hey, wouldn’t you know PayScale has some pointers of our own? If you’re into increasing transparency, and of course you are, check out these great resources:
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