How to manage employee expectations about pay
Most managers are uneasy about having salary discussion with employees. Why, because money is an emotional topic and there’s a lot at stake if the conversation doesn’t go well. Disagreements over pay can destroy morale, sap productivity and erode retention rates. To make matters worse: It’s your BEST people, not your average employees, who become most disillusioned if pay expectations and pay reality are out of whack.
The good news is that there’s a way to talk about money without the drama, tension or destructive emotions. The secret: Managing expectations by having adult-to-adult conversations with employees about salaries. Explaining the ground rules in a factual, even-handed way can ease the pain of pay discussions.
Sounds easy enough, but the ability to lead such a conversation doesn’t come naturally. Most managers need to be trained to discuss compensation in a non-confrontational way. They dread salary discussions because A) they have no conceptual framework for discussing salary; and B) they simply don’t know what to say.
That’s why you should check out Salary Talk: How to Discuss Pay So Employees Feel They’re Being Treated Fairly. This powerful “Ready-Set-Go” training program helps your managers build the skills they need to approach salary discussions with confidence.
This 39-min program will show you how to:
- Drain the emotion from salary discussions by helping employees see the objective truth about pay
- Answer the eight hardest questions employees ask about compensation
- Dispel the myth the good performance always equals a big raise
- Explain the role your organization’s budget plays in determining salary increases
- Use “Compa-Ratio” to establish salary levels that work for both the organization and the employee
- Prevent workers from decreasing their effort when they can’t increase their pay Get employees at every level to understand that a small raise doesn’t mean they’re “LOVED” any less
- Build a 4-step salary System that stands up to the highest level of scrutiny Be sure employees place proper value on factors such as culture, working conditions and opportunity
- Respond logically and appropriately to the emotional reactions employees have about their base pay, bonuses and raises
- Manage expectations about “salary reality” — which can have a tremendous positive impact on morale, productivity and retention
A Final Thought:
As a manager you many not like telling an employee that his or her raise will be smaller than expected. But sometimes, it’s just a fact of doing business.
So what do you do? Pay people more? Not always an option. Come up with a breakthrough compensation scheme that solves all your problems? Won’t happen. Every pay scheme that looks great on paper reveals its gnarly contradictions once put into practice.
If there is a magic bullet, it has nothing to do with your company-wide compensation program. It has to do with the way the company, and especially individual managers, talk to employees about pay.
Salary Talk: How to Discuss Pay So Employees Feel They’re Being Treated Fairly provides the perspective and professional guidance managers need to get it right. There’s simply too much at stake to leave salary discussions in your organization to chance. Send for your no-risk copy today.
Remember, your order comes with a 100% money back guarantee of satisfaction. If you're not happy with this program, for any reason, simply return it for a full refund. No questions asked.
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