THE POWER OF BENEFITS, PERKS
Very few full-time jobs today provide just salary and nothing else.
An organization’s compensation packages likely include a basket
of benefits and more – but how do they compare with what other
employers offer? Companies need to be able to compete on this
front, as well as salary, to keep their best people. Look at what
companies tend to offer, then compare that to what employees
really want. Those in-demand extras, such as RRSP and telecom-muting
options, are where compensation packages can really stand
out. A strong bonus structure can also inspire employees to amp
up their job performance – and encourage great candidates to join
The Salary Guides help here, too, also covering benefits
(assistance with basic needs), perks (special extras, usually not
monetary) and incentives (motivational awards, typically mone-tary)
most offered by companies today.
SOLICITING STAFF FEEDBACK
One-on-one surveys of employees can also provide useful insights
into how satisfied or dissatisfied they are with the compensation
they’re receiving. Past Robert Half research has found that some
workers would rather find another job than ask for a raise. This
means organizations may not even know if staff are unhappy with
One way to find out is encouraging managers to bring up the
topic during a regular check-in meeting or performance review.
They could ask, “Do you feel like you’re being fairly compensated
for the work you do?” or “On a scale of one to 10, how satisfied
are you with your current salary?” If they would like to make
more money, but don’t quite have the skills or experience to justify
higher compensation, the manager could talk with them about in-house
training opportunities or professional development options.
You could also send out a questionnaire – preferably with anon-ymous
responses allowed – to get honest employee feedback on
Feeling that management appreciates their talents and contri-butions
is a major driver of workplace happiness. That sits heavily
with salary, so make sure personnel are adequately compensated
for all they do to keep your company strong and competitive. n
Sandra Lavoy is a regional manager for Robert Half.
SALARIES FOR HR
PROFESSIONALS IN YOUR
CITY AND INDUSTRY
CAN GO A LONG WAY
TOWARD KEEPING YOUR
TURNOVER RATE LOW.
juliatim / 123RF
50 ❚ NOVEMBER 2018 ❚ HR PROFESSIONAL