Employees have a natural expectation that their pay will increase as they become better at what they do through training, experience, and other factors. Organisations without a mechanism to reward employees for having a stronger impact on their team and organisation often face challenges:
Disengaged employees
People seek loopholes in the reward policy to get a better pay outcome
Trusted employees become a flight risk
The latter can result in inconsistencies and growing perceptions of unfairness from other employees.
We can work with you to develop and implement an approach to pay progression that keeps employees engaged, supporting fairness and pay equity in your organisation.
How it Works
To begin, our reward team will run a workshop(s) with line managers and leadership teams to discuss the difference in the contribution of employees within the same pay band or carrying out a similar role.
By “contribution” we mean how employees add value and deliver key objectives.
We aim to understand what drives differences in pay between employees performing the same or similar jobs, and the degree to which these factors are justifiable, following the principles of the Equality Act 2010 and general diversity and inclusion principles.
Developing Your Policy
Following these workshops, we develop a pay progression policy and framework that ensures there’s consistency and fairness in how pay progresses. This will help support and protect internal equity, equal pay, and diversity and inclusion in your organisation.
The pay progression framework includes:
- Provisions for deciding on starting salaries
- Mechanisms to improve on the basis of:
- market competitiveness,
- position against salaries of peers,
- development of competencies,
- contribution,
- or other objective factors in line with your reward strategy and principles.
It is important to communicate any new changes and policies so that your employees feel part of the process. This can help develop trust and a sense of purpose that leads to more engaged colleagues.
We offer different reward communications packages to suit your needs and help communicate your policies and processes clearly and honestly to employees.
Related Services
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“We welcomed the approach articulated of being an extension of our HR & Organisational Development team and this reassured us that they would integrate themselves into the business and deliver recommendations tailored to our organisation.”
“Their team demonstrated exceptional competence, deep industry knowledge, and a genuine commitment to our organisation’s success. They seamlessly integrated their expertise with our existing practices, ensuring the entire project was smooth and efficient. The project has provided our employees with clear pathways for growth and advancement and allowed us to be as transparent as possible.”
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“3R Strategy has been helpful, diligent and professional. The biggest benefit to working with the team is that we now have one clear reward strategy in place. Having that clarity and visibility throughout the organisation will help us maintain great relationships with our employees.”
“3R provided a clear framework against which trustees and senior management at Local Trust could benchmark their approach to pay and reward, develop clear principles to underpin future plans, and communicate them effectively and transparently to both existing staff and potential new recruits.”
“It was a no brainer that we would work with 3R Strategy to support the roll out of a clear reward strategy. From our initial consultation call it was clear we wouldn’t need to squeeze into a set structure but the complexities of our business would be very much taken into account, to create something bespoke for the IOE&IT.”
“I enjoy working with 3R Strategy as the team has such a breadth of experience across Reward. I think there is real benefit in the fact many of them have gained this experience in-house, in major global reward consultancies and now in a specialist boutique reward and recognition practice.”