Everyone wants and deserves to be compensated fairly for their work, and employers bear responsibility for meeting that need. Unfortunately, 46% of professionals feel they are underpaid at their jobs.
You might be thinking, “If my employee is unhappy and money is the problem, I’ll just give them a raise!” But it is important to consider more than just the wants and needs of the employee who receives the raise. What about that employee’s colleagues? How will they react when they are not given comparable raises? Unexplained differences in pay only stand to cause greater unhappiness and other negative effects on the workplace.
With discussions on pay becoming less taboo among workers, you’ll want to make sure you’ve thought through all the implications of giving an individual raise. How will you decide whom to give a raise to? What factors will you consider? More complicated yet, what if you have two employees in the same job and you pay them differently? You should know the answers to the questions employees may raise.
Preparing and systematic planning will help avoid disgruntled employees and a toxic environment when one employee finds out another employee makes more within the same role. But are you ready to settle that kind of dispute if it arises in your workplace? Download our FREE Guide to Individual Employee Raises, which addresses some considerations for an unbalanced pay approach.
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