Most of us don’t like to talk about money. Hey, we’re even guilty of it here on the Rise blog: we talk about culture all the time, but somehow, we’ve neglected to consider how compensation fits into that.
Until now, of course.
Work should mean more than a paycheck—we espouse that all the time here at Rise. If your team members are only driven by dollars, something’s wrong … and, as a matter of fact, you don’t have a team. You have employees. You have human resources.
You know how much we hate that term.
But however noteworthy your culture might be, people still want to get paid—and fairly.
This handbook was written to address the occasionally awkward topic of cold, hard cash. Because yeah, we believe work should be about more than the paycheck … but to be honest, wages are still a pretty important part of work.
What’s the best way to determine a position’s pay range? When should you talk numbers with job candidates? And how do you handle compensation questions from your existing team?
This handbook offers answers for the tricky situations every people and culture pro will eventually encounter. Part one addresses questions that may arise when bringing in someone new; the second half talks compensation and your current team. As you might expect, we take a culture-centric approach to both: how can compensation reinforce (or destroy) the atmosphere you’ve worked to foster?
Download this handbook for a people and culture perspective on issues of compensation. We’re talking transparency, group benefits, and tactful negotiation techniques when it comes to new hires and your current team.
What won’t we cover? Tips to lowball a prospective new hire or keep compensation practices quiet. That’s not our style.
The Rise Guide to Compensating Your Team explores …
- Best practices for salary negotiations
- Non-financial compensation methods … and why they matter
- How compensation links to culture