In terms of employee engagement, transparency around pay is very important. I have the security of knowing I can be transparent with our employees because of the quality of the data that PayScale provides. I can look someone in the eyes and say, ‘I know I am paying you fairly'.
Canadian Based Tucows Partners with PayScale to Ensure Fair, Transparent Pay
Johannson and her team began the search for a “more progressive and modern” compensation tool, one that could help Tucows maintain a competitive edge in the search for talent—even as the company offered salaries in the mid- range of market. “PayScale appealed to us for many reasons. It was not only very flexible, but it offered data that was incredibly comprehensive. PayScale could give us access to the right information to make qualified pay decisions for our employees—and know we were paying them appropriately.”
In addition to PayScale’s native Crowdsourced data, Johannson and her team rely on PayScale Company Sourced Data and Mercer data. All three sources are integrated into PayScale. “We’re using more data than ever before because PayScale data, and ability to blend data, is a thing of beauty. It gives us confidence that we are providing the right information to our managers and the right data to our employees. I’m also more confident sharing compensation decisions with leadership,” said Johannson.
Part of Tucows’ compensation philosophy is making compensation transparent. “In terms of employee engagement, transparency around pay is very important. I have the security of knowing I can be transparent with our employees because of the quality of the data that PayScale provides. I can look someone in the eyes and say, ‘I know I am paying you fairly,’” said Johannson.
PayScale is designed to ensure that managers can be involved in the pay process and compensation decisions. “I’m a firm believer in wanting managers to own compensation. They should be able to make educated choices and decisions based on data to pay their employees,” said Johannson. Access to PayScale data and easy-to-understand visuals has also increased manager trust in the People function. “They can see with their own eyes what the market is paying, what the appropriate salary for the job really is. They know we’re not keeping anything from them.
The team has saved at least 30% of their time by using PayScale. “It’s not only taken the load of compensation planning off my mind, but we no longer have to spend all that time pulling together surveys. PayScale facilitates all that for us. It’s so easy, we don’t even have to think about it,” said Johannson. “I know if we weren’t paying PayScale, we would be paying a consultant an exorbitant fee, and even then, the data would not be as comprehensive.”
PayScale knows that smaller HR teams have more to do than just manage compensation, so data is designed to be digestible and easy to understand at a glance. “At Compference, we heard Insight Lab described as the solution for organizations that don’t have a 20-person compensation department. It’s totally, absolutely true,” said Johannson. “PayScale is a one-stop shop.”
PayScale ensures Tucows’ People team isn’t “mired in the details of compensation” and has more time to focus on strategy. “It’s so key to remove that administrative piece from the compensation function,” said Johannson. “For me, PayScale empowers me to be the partner to the business that the business needs and deserves.”