I have seen a great deal of debate about whether internal communication teams should report up thru Human Resources (HR) or should reside within an organization’s corporate communications team. You are in luck! I’m not planning to have that same debate. I am here to say that having a communications team somewhere within an
Much has been said about employee engagement over the last few years as companies focus on maximizing employee productivity. Companies, regardless of their ability to bring in new talent, should nurture the talent they have. Data suggests that as a company’s employee engagement increases, so does the bottom line. Unfortunately, many companies are challenged
Challenge: A Board of Directors disagreed about whether pay levels of the executive team were appropriate. A discussion with the Board revealed that each Board member was bringing different values and expectations to the pay review process. Solution Deployed: We walked the Board through a Compensation Philosophy development process and tool that allowed the
It is the time of year when many organizations plan next year’s merit budget and salary structure adjustments. Perhaps you have read articles about how merit budgets are eking up from the historical 3%. It is essential to know the trends within the industry to plan precisely. Depending on your organization’s industry, the expected
Challenge: An organization with long-tenured employees had hundreds of different job titles and were receiving significant complaints about internal equity. Solution Deployed: We conducted a complete assessment of the compensation program. As a part of this assessment, we identified necessary changes that needed to be made to the pay plan. More than $500,000 in
Challenge: After five very successful years, the CEO’s employment agreement was coming up for renewal. The CEO asked us to provide him with information that he could use during his negotiation with the owners and the Board. Solution Deployed: Rather than provide the CEO with salary information, we recommended engaging the Board in a
Barely a day goes by without some mention of equitable pay. Whether it’s in the news or a briefing from a legal firm or HR society, there is quite a bit of buzz about pay equity – and for good reason: The National Women’s Law Center (NWLC) published a report based on the most recent U.S. Census Bureau data showing that women earn 80
Challenge: With a critical business transition looming, there was concern that the CEO was at risk of leaving and that the pay package was not competitive with current market rates. Solution Deployed: We conducted a thorough analysis of base pay, short-term incentives, long-term incentives (equity equivalent) and perquisites. Target pay rates were identified based
With both the U.S and Seattle unemployment rates hovering around 3.5%, benefits are becoming a more significant bargaining chip when recruiting talent into organizations. Benefits can become a useful tool during the recruiting process when there are fixed wage offers due to internal budgeting or salary compression. Additionally, some benefits may not be static
Challenge: A biotech organization requested our assistance to achieve the following goals: Review existing strategies, practices and policies related to compensation across the organization Develop a robust compensation structure that could be implemented and executed consistently for the next several years Provide guidance and recommendations for implementing recommended changes Assist in the development of
