Shifting your culture to adapt to the new world of pay transparency won’t happen overnight, but is crucial to staying relevant and successful. Is your organization ready?

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Salary benchmarking only gets easier with each passing year, assuming you’re a repeat participant in the same compensation surveys. Do you know why? Here you’ll find out everything you need to know about repeat participation and why it’s such a valuable asset for your organization.

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Curious about how to thrive in your new role as a compensation professional? Explore insightful tips and strategies that will help you understand industry dynamics and empower you to excel in your career.

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Let the experts at Mercer, help you dive into identifying and measuring whether your structure, ranges, and assignment of jobs to ranges might be misaligned. We’ll also look at some common compensation formulas that help you monitor how your salary structure is working.

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Across the board, employers are re-evaluating their employee value propositions (EVPs) to attract the new generation of worker. With a focus on higher pay, more flexible hours, enhanced benefits, and better engagement you can attract and retain the Gen Z talent you need.

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As a manager, open and honest discussions about pay are important yet difficult. In this article we’ll touch on how to foster transparency, build trust, and promote fairness in pay conversations to ensure a positive and productive work environment.

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From navigating limited budgets and approval processes to separating performance feedback from pay discussions, we delve into practical tips that empower you to foster open communication and transparency with your employees. By implementing these strategies, organizations can create a supportive environment where managers feel equipped to address pay-related concerns and deliver annual increase news effectively.

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