Annie Caley-Renn

In this article, we’ll discuss the differences between fixed and variable compensation, including the advantages of each and our advice on how to strike the right balance. 

Research suggests that pay equity — paying employees fairly regardless of their race, gender or background — might be even more important. 

Keep reading to learn how transparency around the compensation review process can be beneficial to both you and your employees. 

In our view, both internal and external equity are crucial factors that should shape every company’s compensation strategy. Read our full guide to learn more. 

Performance reviews are usually conducted by managers… who are only human, after all. That means there’s a big risk of bias of all types creeping into the review process. We’ll discuss what you can do about it in this article. 

While you can’t get away from these conversations, you can make them easier on both you and your reports. In this article, we’ll share five sample scripts to help you navigate pay discussions as a manager, plus everything you need to put your own script together. 

In this article, we’ll share five signs that it could be time to run a compensation analysis — plus a quick step-by-step guide to help you navigate the process. 

But what’s the best way to do this? In this article, we’ll discuss the merits of offering employees a long-term pay increase vs. an annual bonus. 

Communicating about these changes is a task that usually falls on managers and team leaders — but most receive little to no training on how to have these conversations effectively. Read on for everything you need to know to communicate clearly about off-cycle compensation adjustments. 

While it may not be possible to fully stamp out unconscious bias, there are some things you can do to mitigate its impact on compensation decisions — we’ll explore some key strategies in this article. 

What happens when reduced budgets and harsh market conditions mean you simply don’t have the funds to hand out pay increases? In this article, we’ll explore seven creative alternatives to help you show appreciation when a pay bump isn’t on the table. 

In today’s article, we’ll talk about how employers can use one of the most powerful tools in their belt — compensation — to drive DEI outcomes.

In this article, we’ll explore all of the benefits equity compensation could bring to your business, some key considerations to keep in mind, plus some of the different types of employee equity plans you could put together. 

In this article, we’ll explore how you can keep salary negotiations as fair as possible — and hopefully land on a number that works for both you and your new hire. 

In this article, we’ll explore some compelling reasons why asking candidates about their salary history might not be a good idea. We’ll also talk about what will change in Europe once the EU pay transparency directive comes into effect. 

The simple answer is: it depends. The perfect structure for your company might be a disaster to another business — and vice versa. In this article, we’ll explore three approaches to creating salary bands, plus our advice on choosing the right structure for your organisation. 

In this article, we’ll discuss some of the reasons why employees end up being paid above or below their salary band — and what you can do about it. 

Companies sometimes create salary bands for positions that don’t exist yet, based on their future hiring goals. However, it’s much more common to create salary bands for the roles you already have, and then add new ones over time. We’ll take you through that process in this article.

Lucky for you, we’ve put together a comprehensive checklist to help you break the process down into manageable steps — read on to learn everything you need to know to create your salary bands.

In this article, we’ll dive into exactly why salary bands are the key to ensuring equitable pay — plus why that matters so much in 2024.

In this article, we’ll share six steps you can take to get your company leadership just as excited about pay transparency as you are — and make sure you’re ready for compliance when the directive comes into play.

Long story short: European companies need to start preparing now if they want to meet the requirements of the pay transparency directive by the implementation date in June 2026 — read on to learn how. 

In this article, we’ll explore what joint pay assessments are, when they’ll be needed, and what companies can do to prepare. 

In this article, we’ll share five of the most common challenges businesses face when conducting salary benchmarking, plus our tips on how to overcome them.