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Compensation Strategy

It's Time to Pay Differently

New market realities require a different approach to compensation.

Strategy Brand
What We See

The Talent Market Is Demanding A New Approach to Pay

We've been paying the same way for decades, based on "best practices" that no one can prove actually work. It is time for compensation structures to evolve and reflect a changing talent market.

Legacy Practices

What We've Been Doing

  • Reliance on salary ranges - by office - centered around market medians
  • Focus on pay as the primary lever for talent attracttion and retention
  • Using consultant-driven pay surveys as the only trusted source of data
  • Design incentives assuming "coin operated" employees

New Realities

What Challenges These Practices

  • Office locations become less prominent as workplaces virtualize
  • Pay exists in a greater context of meaning, balance, and impact
  • Proliferation of publicly available data shaping talent expectations
  • Human behaviors often invalidate incentive "best practices"

Our Compensation Insights

Creating Global Compensation Alignment With a New Compensation Structure

March 4, 2024
We recently supported a global software company bring its job architecture work to life by creating a harmonized global...

The Big Challenge With Small Compensation Teams

March 4, 2024
Small compensation teams are hard to optimize. Here's our view on why - and how we work with clients to help.

The Ship Has Sailed: Compensation Benchmarking Leaves the Safe Harbor

January 26, 2024
Around half of compensation professionals are concerned about the legality of "real-time" benchmarking data. While it's...

Creating a Job and Compensation Structure to Align Global Talent

January 18, 2024
In a rapidly evolving landscape, where job definitions often lack clarity, and organizations grapple with pay equity...

How Long Does It Take a Rep to Ramp?

January 16, 2024
Understanding your new hire ramp period can help you better target new hire protections, manage performance, and find...