Comp Quick Guide: Pay transparency and communications

3 Common Types of Pay Compression

Employee motivation strategies that don’t work

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_unsuccessfulemployeemotivation.png" alt="header_UnsuccessfulEmployeeMotivation"><p><a href="https://plus.google.com/u/0/111048221756567587195? rel=author">Tessara Smith, </a>&nbsp;PayScale</p><p>When you type in the words employee motivation into Google's search bar, an overabundance of articles pop up suggesting ways to coax your disengaged employees to “check back in”. You read article after article and the themes seem to get a bit redundant to say the least. If you are an experienced manager or executive, chances are you have a good grasp on what works in terms of keeping motivation in your office alive. Still there are a lot of ideas floating around out there about <a href="http://www.forbes.com/sites/kensundheim/2014/01/30/hiring-motivated-and-engaged-employees/" title=" class=" target=" rel="noopener">how to maintain employee’s desire</a> to keep doing phenomenal work for your company. What most fail to mention in their articles however are employee motivation strategies that don’t work.&nbsp;</p>

PTO policy - what are your obligations as an employer?

<p><img src="http://www.payscale.com/cms-images/default-source/b2b/header_ptopolicy.gif" alt="PTO policies" title="header_PTOPolicy" sfref="[images|OpenAccessDataProvider]57f6019b-def5-6347-a9d2-ff00007054ad"></p><p><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer" style="line-height: 1.5;">Tess C. Taylor, PHR, The HR Writer </a></p><p>Nearly every workplace has a paid time off (PTO) or <a href="https://www.payscale.com/compensation-trends/earned-time-off-incentives-are-they-effective">earned time off </a>policy to compensate employees who must take time off for personal reasons. This can sometimes be a complex benefit to manage, leaving human resource professionals wondering if they should even offer it in the first place. After all, what does a company have to gain by paying employees for time not worked? </p>

Variable Pay Compensation

<h1 class="subhead"><a href="http://blogs.payscale.com/compensation/2009/08/variable-pay-compensation-strategy.html" style="float: left"><img alt="Variable Pay Compensation" border="0" class="at-xid-6a00d8341bf85853ef0120a57958ce970c " src="http://www.payscale.com/content/blog/images/a6a00d8341bf85853ef0120a57958ce970c-800wi.png" style="margin: 0px 5px 5px 0px" title="Variable Pay Compensation" /></a> Implementing a Variable Pay Compensation Strategy: What to Beware Of </h1><br />How do you reward top performers and keep employees loyal during tighter times? In a previous post I suggested a <a href="http://blogs.payscale.com/compensation/2009/08/innovative-salary-programs-variable-pay.html">variable pay program</a> as a way to incentivize your employees to stay with the company and help it reach its goals. From profit-sharing to discretionary bonuses, there are a variety of options.

How to Write a Job Description

Creating a Merit Matrix

<h1 class="subhead">How to Create a Merit Matrix</h1> <p>When is it time for your organization to allot its merit budget, how do you best support the decision makers? Consider creating a merit matrix. A merit matrix is a great tool that can easily summarize and boil down paragraphs of policy into a simple, quick-to-view and quick-to-use visual to produce better decisions.</p>