Oftentimes, organisations are offering salaries to candidates that are higher than that of existing employees.
The market is moving but there’s no mechanism in place for most organisations to progress pay for their loyal employees. And so employees assume that the only way to progress their pay is to leave or threaten to leave the organisation. To ensure pay equity, we need to implement a fair and consistent pay progression policy.
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.
If there is one employee at the entry point of a pay band and another at the top end, we will discuss the difference between them and what justifies this difference in salary. Our pay progression framework should be able to clearly explain why these pay differences exist. It will also ensure these factors are not linked to the protected characteristics in the Equality Act 2010.
Following these workshops, we develop a pay progression policy and framework for our client to ensure that there’s consistency and fairness in how pay progresses for their employees.
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 clearly and honestly to employees.