Compensation Trends for Comp Professionals

Here's why CEOs shouldn’t read performance reviews

<a href="https://plus.google.com/115301125688955669806? rel=author"><img title="header_CEOShouldntDo" src="http://www.payscale.com/cms-images/default-source/b2b/header_ceoshouldntdo.png?sfvrsn=0">Crystal Spraggins,</a> SPHR I have no idea what it’s like to start and then grow a company to the point of needing your first, and then your tenth, and then your hundredth employee. However, I do know this—somewhere along the way, the successful entrepreneur may find she has become the bottleneck to a number of processes.

Money as a powerful demotivator (don’t let this happen to your employees)!

<a href="https://plus.google.com/115301125688955669806? rel=author"><img title="Money demotivator" src="http://www.payscale.com/cms-images/default-source/b2b/money-demotivator.jpg?sfvrsn=0">Crystal Spraggins,</a> SPHR A friend recently confided her salary to me, and I was shocked at how little she makes. I know my friend is worth a lot more, and I’m pretty sure her organization could pay more.

Managing the non-cooperative employee

<a href="https://plus.google.com/115301125688955669806? rel=author"><img title="BlogHeader1_19" src="http://www.payscale.com/cms-images/default-source/b2b/blogheader1_19.jpg?sfvrsn=0"> </a><a href="https://plus.google.com/115301125688955669806? rel=author">Crystal Spraggins,</a> SPHR If you’ve been managing for more than a minute, you’ve probably encountered the non-cooperative employee.

Keys to understanding the multiple definitions of pay for performance

<a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer"><img title="BlogHeader1_7" src="http://www.payscale.com/cms-images/default-source/b2b/blogheader1_7.jpg?sfvrsn=0">Tess C. Taylor, PHR, The HR Writer </a>To be the best means hiring the best. Without a strong pay-for-performance strategy, however, organizations may fall short of their goals. The question is, does your leadership truly understand the definition of a great pay-for-performance campaign?

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Give me a break! Why your employees need a vacation

<img src="http://www.payscale.com/cms-images/default-source/b2b/header_employeesneedvacation.png" alt="Employees Need Vacation Image" title="header_EmployeesNeedVacation"><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer">Tess C. Taylor, PHR, The HR Writer </a>Near the end of every year, it’s common for HR to remind employees to take advantage of any remaining paid time off benefits. After all, paid vacation is precious  to most, and in some states, vacation is even considered the same as cash compensation. Yet, too many people don’t take enough time off, a phenomenon that’s been discussed in the industry by many experts.

Why your holiday party sucks

<img src="http://www.payscale.com/cms-images/default-source/b2b/blogheader12_10.jpg" alt="Holiday party image" title="BlogHeader12_10"><a href="https://plus.google.com/115301125688955669806? rel=author">Crystal Spraggins,</a> SPHR Thanksgiving is over, and that means we’re all free to focus on those other upcoming holidays—whatever they might be for you.

Top 10 Skills Every Compensation Manager Needs

Is your holiday party a potential budget buster?

<img src="http://www.payscale.com/cms-images/default-source/b2b/blogheader11_18.jpg" alt="Holiday parties image" title="BlogHeader11_18"><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer">Tess C. Taylor, PHR, The HR Writer </a>As this year’s holiday season kicks off, celebrations are on the minds of practically every employee. And most likely the cost of those celebrations is on the minds of employers committed to maintaining employee engagement without going overboard on the budget. Along with seasonal recruitment efforts, much of the number crunching this time of year revolves around holiday parties and year-end bonuses and salary increases—all good incentives to ensure your top employees don’t become the ghosts of the past.

Is your base pay falling short?

<img src="http://www.payscale.com/cms-images/default-source/b2b/blogheader10_6.jpg" alt="Base pay falling short image" title="BlogHeader10_6"><a href="https://plus.google.com/102099066436032147105? rel=author">Jessica Miller-Merrell,</a> blogging4jobs When candidates apply for a job they generally dread seeing the three-letter acronym for pay on job requisitions, TBD. Employers, on the other hand, love being able to put this acronym because it creates a flexible environment where they can offer base pay based on experience alone if they’re not able to find the specific candidate they’re looking for. It’s clear that employers and employees think differently when it comes to offering any type of base pay.

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Is unlimited PTO too good to be true?

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_unlimitedpto.png" alt="header_UnlimitedPTO"><a href="https://plus.google.com/u/0/111048221756567587195? rel=author">Tessara Smith, </a> PayScale It’s no secret that vacations are vital to the sanity of every full-time employee, but what happens when all of their allotted break time is being sucked up by sick days and family emergencies? Instead of planning their getaways to Disneyland or the Caribbean, employees are instead forfeiting dreams of relaxation in the name of taking their kid to the doctor’s office. There is no denying that it is important for workers not to skimp on time spent in the office, but most agree that it is unfair to have to surrender what would be mental health days in order to complete mundane tasks. Studies show that workers are more productive when they take vacations, and many companies are beginning to come to the realization that a strict PTO policy may not be the way to go in terms of supporting a healthy work environment.

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Is employee retention still your top concern?

<img src="http://www.payscale.com/cms-images/default-source/b2b/header_2014cbpr_q3_update.png" alt="CBPR update on retention image" title="header_2014CBPR_Q3_Update" sfref="[images|OpenAccessDataProvider]c535069b-def5-6347-a9d2-ff00007054ad"><a href="https://plus.google.com/100452540302428363448? rel=author">Laleh Hassibi,</a> PayScale Retention was a hot issue in the 2014 Compensation Best Practices report with nearly 60% of you listing it as a top concern. Now that we're almost three quarters of the way through the year, we're checking in with you to find out what the status is now. Please take this 30 second survey to answer 4 short questions about the current state of retention and the talent market. You'll be able to compare your answers to all the others we've received as soon as you are done with the survey.

The top 4 problems with pay for performance

<img src="http://www.payscale.com/cms-images/default-source/b2b/blogheader9_4.jpg?sfvrsn=4" alt="Pay for performance image" title="BlogHeader9_4"> <a href="https://plus.google.com/115301125688955669806? rel=author">Crystal Spraggins,</a> SPHR Pay for performance or <a href="http://www.businessdictionary.com/definition/performance-related-pay.html">performance-related pay</a>, as it’s also called, is a relatively simple concept. Under a performance-related pay philosophy, employees are offered financial incentive for meeting certain predetermined and quantifiable goals.

Compensation trends: Modern perspectives on pay

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