Solutions in Action: Pay Practices at Work

A unified compensation strategy on a flexible platform can put personalization first and offers a holistic view for managers at the same time. And having compensation information at hand provides employees with the transparency they need to feel valued for their work.

Here’s a look at two different examples of how a flexible, digital compensation planning strategy works:

1. Compensation example for a marketing professional

In this snapshot of a hypothetical employee’s compensation package, note the factors a compensation manager can see all at once. This company works with a homogenous structure and system around pay that provides clear visibility for each employee, from their hire and performance history to the combination of base pay, bonus, and RSU (restricted stock options they’re eligible for).

Other information that’s immediately clear includes the market position and guidelines for compensation changes. With options for comparing, ensuring compliance, and checking history — as well as simple functions that allow a manager to try a change, see its impacts, and then adjust accordingly – the platform offers clarity and ease of use.

2. Visibility for a manager

The manager’s view of a compensation planning dashboard puts all the overarching factors in one place, providing a manager with all the information they need to stay on target.

Simultaneous views show how the elements that go into compensation strategy interact. The manager can track important dates, progress, direct reports, and recent activities. With the data aggregated into one big picture, the manager is equipped to make the best decisions — and use a sense of their workforce as a whole to help define compensation plans tailored to individual team members.