pay communications.

I don’t like that we have had to have laws passed to force employers to share the base salary range and incentive opportunity as well as benefits offered on job postings.

I wish that employers would have just shared that information openly with candidates and employees when asked.

Talking about pay is a way to support the well-being of your employees.

You need the work done.

Employees need a paycheck.

Great workplaces have great cultures, engagement, trust, open and effective communications, healthy relationships between individuals and groups, are productive, and the right priorities.

Can you explain your pay programs easily? No. Make them simpler.

Do the senior leaders support pay transparency? No. Talk about how it will help them achieve their desired goals.

HR/Compensation Leaders: If there are hurdles and roadblocks that make no sense when you are doing the stakeholder influence work to advocate for pay transparency, consider updating your resume and LinkedIn profile. (It is a symptom of a larger problem. But you already know this.)

Seriously, other employers are embracing this stuff and it’s not that difficult.

Talking about pay is not innovative. It is expected.

Doing pay equity audits and fixing the problems found is expected.

An employer’s brand depends on the acceptance of these expectations.

And isn’t attracting and retaining employees essential to an employer’s success?

#paytransparency #communications #payequity #compensation #rewards #humanresources