Your organization searches long and hard for the best employees. You also invest in them through training, which includes onboarding and ongoing professional development. Do you want those same employees walking out the door? While some will, no matter what, retention is critical to a company’s success.

Reducing turnover goes beyond your HR department. It’s a responsibility that primarily rests on the shoulders of all leaders. Simultaneously, it’s also the job of all staff members to welcome and support everyone who joins the flock. Technology has now evolved to help HR departments, leaders, and individual contributors in those efforts. Here are some ways tech can improve employee retention. 

Diagnoses the Problem

You may have heard the famous saying, “You can’t change what you don’t acknowledge.” Well, you certainly can’t change something when you don’t know what’s causing it. Employee turnover is, at times, perplexing. You see it happening, but the remedies you’re attempting to use to fix it aren’t working.

More than likely, it’s because leaders are operating from their heads. They’re using assumptions, gut reactions, and anecdotes to guide them. Tools like HR analytics go deeper than this. The technology analyzes data from multiple sources, including exit interviews and performance evaluations. Diagnostic analytics get to the root of the problem with a wider and more thorough analysis.

With the insights diagnostic analytics produces leaders will realize why turnover is increasing. You may identify employees with less than two years of tenure are more likely to leave due to mismatched expectations. The recruiting process isn’t giving them a realistic preview of the job. Once you identify the root cause, you can take the right actions to align expectations better from the beginning.

Gives Employees a Voice

Anonymous surveys. You’ve likely filled one out at some point during your career. More organizations are starting to use them as a data source beyond a once-a-year check-in. Some companies are relying on survey platforms and tools to ask one or two questions periodically.

These questions often target specific areas, such as how employees feel about team dynamics and work-life balance. Gathering frequent data like this helps employers stay on top of emerging trends. Although participation isn’t likely to be 100%, a steady flow of information about employees’ sentiments supports retention efforts. If you notice an uptick in negative feelings about workload demands, you can address the problem before it escalates.

You might not be able to make immediate changes, but you can openly talk about the issue with your staff. Validating employees’ concerns is an initial, but important step. It helps your workforce feel seen and heard. Then, you can solicit their suggestions and involve them in the process of addressing the source of potential turnover intentions. At first, it may seem like you’re opening a can of worms, but it gives employees a sense of ownership.

Supports Pay Equity

Money isn’t always the only reason employees leave. However, inadequate and inequitable compensation is known to be a driver of turnover. When a workforce doesn’t think they’re receiving market pay, it leads to animosity. It’s why labor strikes happen and people start searching for better options.

Finding out you’re paid less than coworkers doing the same job or less than you is also a cause for concern. People feel gypped, resulting in damage to the employer-employee relationship. If an employee can’t trust an employer to be transparent and equitable with pay, what else can’t they count on?

Yet, salary inequities and inadequacies sometimes occur because employers aren’t benchmarking the right data. Pay equity software with analytics prevents the problem by analyzing internal and external salary information. This software identifies gaps between your organization’s compensation and competitors. It also shows internal inequities based on roles, experience levels, backgrounds, departments, and genders. You can then apply the appropriate fix.

Makes Predictions

Leaders’ actions impact employees’ satisfaction levels, whether immediate or long-term. At times, there’s a gap between managers’ perspectives and those of the people on the front lines. When leaders implement certain initiatives, they may have the intention of solving an issue. They want to make a positive change and impact.

Unfortunately, the initiative has the opposite effect because of limited data or viewpoints. Predictive analytics fills in the blanks by revealing what’s likely to happen if managers do x vs. y. In addition, these tools identify who’s at risk of leaving the organization. So, specific job functions and departments may be at a higher risk because of the demands of the role.

But predictive analytics might also show high risk with employees under specific leaders and with those with certain characteristics. For example, a company may make efforts to boost gender diversity among new hires in route sales. Predictive analytics could point toward future retention success for these new hires if the company starts a mentorship program. Likewise, this tech may also show reduced workloads will lower turnover among insurance claim adjusters.

Offers Solutions

Leaders are human, which means that sometimes they’re at a loss for what to do. They’re not sure how to solve a problem. Alternatively, managers could have multiple potential ideas before them. Despite the abundance of solutions, they’re not sure which path is the best way forward.

Prescriptive analytics helps point them toward the ideal fixes when they’re out of ideas and unsure of what actions to take. Say you know there’s a glaring problem with retaining employees in a pivotal customer-facing role. The turnover rate among new hires is high; hovering around 40%. And the average tenure in the role has steadily decreased from five years to two.

Your go-to solution may have been to over-hire, hoping the initial bump in numbers will balance out attrition. The data, however, says this approach isn’t working. Prescriptive analytics might say it’s better to augment your onboarding and training program. New hires don’t feel prepared for the role once they’re let loose. Instead of trying to solve the issue with the wrong remedy, you’ll discover what will increase your chances of success.

Using Tech to Improve Employee Retention

Technology has its clear advantages over human analysis. It can take data from many sources, analyze information quickly, and reveal hidden patterns. Analyzing the source of turnover and determining what to do are areas where orgs can lean more on tech. Diagnosing the problem, giving employees a voice, supporting pay equity, and making predictions are just some of analytics tools’ power. Give it a try and see the differences it can make.

Do you know that a fair and equitable compensation structure can keep your employees more involved at work? Well, every person who goes out for work has bills to pay, and if their job is not helping them enough, then why would a person love their job? 

Compensation, the monetary and non-monetary rewards an employee receives for their work, is a critical factor in employee satisfaction and retention. A recent Gartner survey involving 3,523 employees underscored this importance, revealing that those who perceive their pay as unfair are 15% less likely to stay with their employer and 13% less engaged at work.   

Today’s job market is highly competitive, and the growing concern over pay gaps and inequities has become a pressing issue for both employees and employers. Pay disparities based on factors such as gender, race, and ethnicity can lead to decreased morale, reduced productivity, and a negative impact on an organization’s reputation.   

This article will explore six strategies to create a fair and equitable compensation structure, ensuring that employees feel valued, motivated, and committed to their organization.

6 Ways To Create A Fair Compensation Structure

For business owners, pursuing a fair compensation structure is a complex process, as this can make or break the future of your business. 

The past few years have encouraged the awareness of pay gaps and inequities, intensifying the focus on creating equitable compensation practices. 

Factors such as globalization, technological advancements, and changing demographics have significantly influenced the dynamics of the labor market, making it imperative for organizations to reassess their compensation strategies.

1. Conduct a Comprehensive Job Analysis

While some studies suggest that job analysis may be becoming less relevant in certain areas of HR, its importance cannot be entirely ignored. A study by MIT-SOM highlighted its continued significance in specific HR functions. 

Additionally, research from BINUS University found that job analysis, when combined with a positive organizational culture, can significantly improve employee satisfaction.

Accurate job analysis is crucial for ensuring that compensation reflects the actual work performed. Organizations can develop a clear understanding of the value each position contributes to the company. This information is essential for setting fair and equitable compensation levels.

Methods used for job analysis include job observation, interviews, surveys, and performance reviews. These techniques provide a comprehensive view of the job from the perspective of the employee, supervisors, and other stakeholders. With these methods, organizations can gather a rich dataset to inform their compensation decisions.

For example, a company that successfully revised its job analysis to eliminate pay disparities illustrates the importance of this process. 

With a thorough review of job descriptions and aligning them with actual job responsibilities, the company was able to identify and address pay gaps, leading to greater fairness and equity in their compensation structure.

2. Establish a Transparent Compensation Philosophy

The trend towards pay transparency is gaining momentum globally. Seventeen states in the United States have already enacted pay transparency laws, and similar measures have been implemented in countries like Denmark and Sweden for several years. 

The European Union recently passed pay transparency regulations, signaling a broader shift towards greater openness in compensation practices.

Research suggests that transparent compensation policies can have a positive impact on employee retention. By providing employees with clear information about pay scales and promotion criteria, organizations can foster trust and reduce turnover. 

Transparency also helps to mitigate perceptions of unfairness and discrimination, leading to improved employee morale and engagement.

A compensation philosophy is a foundational document that outlines a company’s beliefs and goals regarding compensation. It serves as a guiding principle for making decisions about pay, benefits, and incentives. 

3. Use Technology for Efficient Compensation Management

Technological advancements have revolutionized the way organizations manage their compensation and benefits programs. A recent study by Deloitte found that 72% of companies are now using digital tools to handle these functions, highlighting a growing trend towards technological solutions.

Using technology offers numerous benefits, including streamlined processes, improved accuracy, and reduced costs. 

By automating tasks such as salary calculations, performance tracking, and compliance reporting, organizations can save time and resources while ensuring that their compensation practices are efficient and error-free.

Common tools used for compensation management include compensation software, HR management systems, and data analytics platforms. These tools provide a range of functionalities, from basic salary calculations to advanced analytics and reporting capabilities.

Some of the key applications of technology in compensation management include:

• Automated salary calculations – There are payroll software programs like OnPay.com that ensure accurate and consistent pay calculations based on factors such as job level, experience, and performance.
• Performance tracking – Monitoring employee performance data to inform compensation decisions and identify opportunities for rewards and recognition.
• Compliance reporting – Generating reports to ensure compliance with relevant labor laws and regulations, such as equal pay legislation.

An example of a company that uses compensation software to ensure consistent application of pay policies and identify potential pay inequities is a multinational corporation with thousands of employees. 

By using a centralized compensation platform, the company can standardize pay practices across all locations, track employee data, and conduct regular pay equity audits to identify and address any disparities.

With technology, organizations can enhance the efficiency and effectiveness of their compensation management processes, ensuring that their employees are rewarded fairly and equitably.

4. Use Reliable Market Data

To ensure that compensation is competitive and aligns with industry standards, it is essential to rely on reliable market data. This information provides a benchmark against which organizations can compare their pay practices and make informed decisions about compensation levels.

Common sources of market data include salary surveys, industry benchmarks, and government data. Salary surveys, conducted by organizations such as the Bureau of Labor Statistics or private consulting firms, provide detailed information about average salaries for specific job titles and industries. 

Industry benchmarks, such as those published by trade associations, offer insights into compensation practices within particular sectors. Government data, including minimum wage laws and overtime regulations, also plays a role in determining compensation levels.

When evaluating market data, it is important to consider factors such as geographic location, industry sector, company size, and employee experience. Salaries can vary significantly depending on these factors, and it is essential to use data that is relevant to the specific context of the organization.

An example of a company that uses a salary survey to determine the appropriate pay range for a new position is a technology startup in Silicon Valley. By analyzing data from recent salary surveys conducted in the technology industry, the company can identify the competitive market rate for the new role and ensure that their offer is attractive to qualified candidates.

5. Implement a Fair and Equitable Pay Structure

A fair and equitable pay structure comprises multiple components, including base pay, incentives, benefits, and perks. 

Base pay is the core salary or hourly wage an employee receives for their work. Incentives, such as bonuses or commissions, are additional rewards based on performance or achievements. 

Benefits, such as health insurance, retirement plans, and paid time off, provide valuable benefits to employees. Perks, such as company-provided meals or gym memberships, offer additional amenities that can enhance employee satisfaction.

Key principles to guide the development of a fair and equitable pay structure include equal pay for equal work, job grading, and pay ranges. 

Equal pay for equal work means that employees performing substantially similar jobs should receive equal pay, regardless of factors such as gender or race. Job grading involves categorizing jobs based on their relative value to the organization, allowing for consistent pay levels across different positions. 

Pay ranges define the minimum and maximum salary levels for each job grade, providing a framework for fair compensation.

Addressing pay gaps, particularly gender and racial pay disparities, is a critical aspect of creating an equitable pay structure. 

Strategies for closing these gaps include conducting pay equity audits, implementing pay transparency policies, and providing targeted training and development opportunities for underrepresented groups.

6. Regularly Review and Update Compensation

To ensure that the compensation structure remains relevant and competitive, it is essential to conduct regular reviews and updates. 

The labor market is constantly evolving, influenced by factors such as economic changes, industry trends, and employee expectations. By regularly evaluating the compensation structure, organizations can adapt their pay practices to meet the changing needs of their workforce.

Key factors to consider when reviewing compensation include economic changes, industry trends, and employee satisfaction. Economic downturns or upturns can impact the overall compensation landscape, making it necessary to adjust pay levels accordingly.

Industry trends, such as technological advancements or shifts in demand, can also influence compensation practices. Additionally, employee satisfaction surveys provide valuable insights into the effectiveness of the current compensation structure and can help identify areas for improvement.

Methods for reviewing and updating compensation include performance reviews, salary surveys, and employee feedback. Performance reviews offer an opportunity to assess individual employee contributions and determine merit-based pay increases. 

Salary surveys provide market data on compensation levels for similar positions, allowing organizations to compare their pay practices to industry benchmarks. 

Employee feedback, through surveys or one-on-one discussions, can provide valuable insights into employee perceptions of the compensation structure and identify areas for improvement.

Final Thoughts

This way organizations can create a fair and equitable compensation structure that fosters employee satisfaction, motivation, and retention. It is essential to remember that compensation is a dynamic process that requires ongoing evaluation and adjustment to ensure its continued relevance and effectiveness.