The amount of time I spend trying to convince employers to increase their communications around pay is ridiculous.

It starts when you are talking to candidates. Put the salary range on the job posting. (Don't lie and make the range narrow or really wide. We see you.)

Talk to the candidate about whether their pay expectations fall within that range.

Stay with me here...Expect that they will ask for more after you make the initial job offer.

Confident, high performers like to feel like valued and these candidates know this is the time to ask for more. They have leverage. Give a little something...or a lot if you realize you missed the mark and were stingy.

Don't be stingy. Especially at the point hire.

Train your managers on how to have the pay and performance conversations throughout the year.

Managers should ask each employee weekly ---> What is going well? What isn't? What's keeping you busy outside of work? What do you need from me?

Listen to what is being said and what isn't. Give them feedback. Say "thank you."

No surprises. Build trust. Do this each week.

When you get to have the annual conversation about pay and performance, it is easy.

These weekly meetings give you insight into when you should promote an employee. You understand if the employee is struggling and needs additional training or support. You know if the employee isn't a good fit and needs to be redirected or fired.

Just talk.

Getting the performance conversations right is the first step to getting the pay conversations right.

#pay
#compensation
#humanresources
#performance