Business Blog

Resolution #7 – Link performance management programs directly to the expectations of the job as outlined in effective job descriptions. We’ve mentioned this before, but it bears repeating [...]

Resolution #6 – Forget last year, general increases and the “what have you done for me lately merit increase” approach and refocus individual compensation adjustments on what [...]

Resolution #5 – Eliminate “across the board adjustments” and move to individual adjustments. Let’s just lay this out on the table – “across the board adjustments,” “general [...]

Resolution #4 – Reconsider your organization’s “minimum wage” in light of all of the costs associated with being cheap The December 14, 2015 issue of Crain’s Detroit [...]

In preparation for our “2016 Compensation Resolutions #3” post on the need to rely on internal equity planning over the vagaries of using market data in establishing compensation programs, I [...]

Resolution #3 – Reduce your reliance on market data in favor of an effective internal equity program. Let’s face it.  The human resources and employee compensation profession has lost its [...]

Just a few weeks back, one of our clients called us in, well, not quite a panic, but certainly with a bit of concern.  The subject?  The cost of hiring new accounting graduates was expected to [...]

Resolution #2 – Build a program that will take compensation off the table — effectively making it a non-issue rather than a bone of contention. In his best-selling business book [...]

Resolution #1 for 2016 – Educate all of the key players in your organization about how employee compensation works, and how it should be used to improve organizational performance. Moving [...]

Every year we provide our clients, colleagues and the world at large with our recommended resolutions for improving the effectiveness of their compensation programs.  This year the theme of our [...]