“Motivated employees are crucial to a organisation’s success”
Nothing can be as true as this statement, and every organisation needs to understand this. The direct impact on the employees motivation is their salary and rewards. Your employees want their salary to be upright, and that’s what keeps them encouraged to work.
Navigating the balance is very tricky because everyone expects their pay to be fair and if somehow they come to know about the biases of pays it can be a big time disappointment for them.
However, to keep the salaries and compensation impartial, you will need to adhere to a few things that will help you to achieve your motive of equal pay and remuneration.
Let us have a look on these points to get a better idea:-
1. The compensation of process should be fair-
The aim of a fair compensation process is to build trust and commitment, which encourages voluntary cooperation from the end of employees. This eventually results in motivation to the workers of the company where they put their knowledge and offer the best services to the company in any way possible.
This can be achieved by rewarding every employee according to the work and efforts they put in. Make sure the HR and management team choose a time once in a year, discuss the work, review the results provided by the employees and decide the compensation. The rewards or compensation should be measurable and can include things like bonuses, training, quarterly incentives and any other possible thing.
However, the only thing that should be kept in mind during this procedure is that everything should be fair.
2. Gender pay bias or gap is not acceptable-
The gender inequality is done from years, where a male gets more pay than a female just because of the gender. But, things these days are changing and companies are removing these things, trying to keep the pay equal irrespective of the gender.
Make sure you never keep the wage gap while deciding the remuneration, rewards, or any other benefits because that may discourage the employees. This point is also important for hiring purposes, because a female is as capable as male for any respective position. Thus avoid the gender bias in the organization.
3. Follow the legal compensation law-
Government has made some legal laws with regards to the compensation of workers. These laws are made keeping in mind that every employee should get fair pay. For every industry, the rules may differ and should be followed so that no employee faces discrimination at any point. The other points of salary and compensation depend upon the decision of management, but, following this point is mandatory since it will be beneficial for the company as well as for the workers.
4. Consider the cost of living differences-
Every employee may belong to a different city, where they may have to bear the expenses according to the city and place. Make sure that the HR team understands the local living expenses of each employee, and discuss the same with the management. After that, decide the cost that covers their living expenses and their standard of living is maintained.
This will drive the encouragement level of the employee to the next level and your employees will stay in the longer period with no changes in their work and results. Therefore, consider the living expenses of all the employees first.
5. Make sure there is no cultural bias :-
When we say being culturally biased, it becomes that we start to highlight the viewpoints, persons, and groups and do impartiality on their culture. Cultural bias is discriminative, inappropriate, and can demotivate a lot of employees in the workplace.
Avoid cultural bias while deciding the pay of your workers because stereotyping in this way can limit the actual ability of the employees’ skills. It is important to eliminate such bias at every cost and make sure that no one ever feels that way in terms of their compensation or pay.
6. Keep the check on relative impact of employees:
Try and sort the total compensations and benefits by employees and you must arrange the same from highest to lowest. After that you need to check whether this thing has a relative impact on the employee for the organization. Check if the workers that tops the list are making more difference than those who are at the end of the list.
This type of approach helps you to remove the inconsistencies from the management system. Another benefit of this approach is that you will avoid future regrets, which means that if one of the employees leaves the organization in the near future, would that affect the work? If the answer to this question is yes, you will still have the time to change your mistakes.
Compensation and salary is nothing but a key part that an employee gets in exchange for their contribution. At AspireEdge, we understand this and make sure that every employee is treated equally and paid what is fair for them.
Our employees are important to us because these people will be the future of the company.