Education and manager enablement in compensation

There's greater employee demand for compensation transparency.

Not just compensation philosophy. But also the processes and data on how salaries and increases are done.

Being more transparent builds trust, respect, and provides motivation for team members. The level of transparency depends on the maturity of your compensation strategies. You must be able to explain your approach to transparency, compensation philosophy and factors that influence pay.

Before you take the next step towards compensation transparency, remember that there's a crucial education piece at play.

Firstly, everyone should understand key compensation terms that affect their pay. This avoids misunderstanding and confusion, and get everyone on the same page with Total Rewards.

Secondly, managers must be equipped to have meaningful conversations with their teams. Pay conversations are personal. Managers should be able to have talking points that motivate and engage when discussing pay. Part of this is empathic listening and speaking - it's not just about the numbers, it's what it means to the individual.

Prioritise education and enablement in your compensation strategy. They are too often overlooked.