Improve the perception of pay,
not just the reality
You can pay your people as well as you like. But unless you understand how they perceive what you give them, you risk focusing on the wrong things.
That’s because many factors feed into how people perceive reward in your organization. You might pay at the top of the market, for example, but have a bonus program that people don’t think is fair. Or perhaps your people would value flexible working more highly than a 2% salary increase.
Get the fuller picture
Our Total Reward Diagnostic is a short survey that answers these important questions:
Once we have the results, we can compare them against your pay benchmarking analysis. This will reveal where the reality and the perception of pay are best and worst across your organization.
Help people to see pay differently
If your results reveal areas where both the reality and the perception of pay are poor, it might be worth trying to fix the reality. (For example, you pay your engineers below the market rate, and they aren’t happy about it.)
But often, it’s the perception that’s the problem. And that can be cheaper to fix.
If you want to give this analysis extra punch, run an employee effectiveness survey. That way, we can map the results on to what we know about the reality and the perception of pay. And can we use this complete picture to help you get more from your biggest investment.