It’s becoming more common for employee resource groups to voice their concerns about internal pay equity. Over the last year, we have been getting more calls from leaders either responding to requests or proactively doing their due diligence to ensure they are rewarding their people equitably. As trends in pay transparency increase, it is also important to consider the position your managers are often in. Another frequent situation we hear about is employees approaching managers with data from online sources about what their job is worth in the market and/or with questions about why their peer in the organization is being paid more than they are.
Change has been the only constant in recent months, as everyone tries to adapt to remote work, Zoom meetings, and social distancing practices. It’s been an unprecedented strain, and most people feel like they’ve had enough change to last a lifetime.
A couple years ago, Merriam-Webster announced “Culture” as the top word of the year as shown by the increase in look ups over the prior year. Not surprising as it seems to appear in regular conversations I have with clients and colleagues daily.
During the recruiting process, speed is sometimes the differentiating factor for the type of candidate you want choosing you as an employer. It is often true that "the early bird gets the worm" – and in this scenario, that worm is a potential unicorn candidate or high performer.
Is your business struggling with hiring needs? Are you trying to determine which path to take to help propel the company forward and get the right talent on your team? All of the industry buzzwords can be quite confusing when looking for potential third-party recruiting services.
In an ideal world, performance reviews would be 100% objective. Every employee would face the same yardstick and you would get a consistent assessment of their contribution.