Some time ago, I published a resource page which I encourage you to explore and share : All you need to know: from compensation surveys to salary ranges and salary review.
This page has proven very useful and many of my readers sent me emails to say they appreciated having a compilation like this available for reference.
I thought I would complement it with a new one. These articles are extracted from my archives, and cover some common pay challenges, and how to solve them.
I hope you find it helpful. And if you do, please share it with your colleagues and peers !
Titles and job descriptions
- Do we need job descriptions ?
- The challenges of writing good job descriptions
- 4 considerations when creating a job title structure
- A methodology to define which roles qualify as “Executive”
- Should we pay the same at Corporate and in the Operating Companies ?
Pay compression
- New hire vs employees : 3 salary situations and how to handle them
- Recruiters and the pay compression challenge
- Two tactics to deal with pay compression
- Four collective tactics to deal with pay compression
Other pay challenges
- Case study – refusing to increase base pay further
- Case study – Give an out-of-cycle increase to my employee now !
- How to manage an employee moving from Sales to non-Sales
- Why the Sales Director has less on-target incentive than the Sales people
- Why the big pay gap between managers on the same grade ?
- Are you constrained to say bonus is discretionary ?
- Full transparency about pay : is it right for you ?
- It’s easy, Sandrine !
… and finally, a bonus to make you think about what “should” be done in Compensation & Benefits… or not.
hi Sandrine
I would like to thank you very much for sharing your knowledge with us am personally enjoying all the topics and its very useful information for all comp&ben professional levels
I have been reading frequently your post and trying my best to cover it all
I would really appreciate if you can touch base on recognition I have recently launched a recognition toolkits for managers to use for spot recognition however the management demanding a KPIs to be set in order to measure the performance of the scheme by utilization and use, in my opinion only employee survey can give you the real outcome of the scheme
my question is what would be the % of utilization by the end of year I have to set or is there any other measurement criteria I have to put as KPIs for the end of year
many thanks