Reward Factors Tip: Your biggest cost this quarter?  Employee turnover. The average cost of replacing a high-performing employee can exceed 1.5x their salary. That loss does not just hit the budget; it stalls momentum and drains morale. The solution is not a quick fix—it's a compensation audit. Before you hire another recruiter to replace those roles, understand the reasons they are leaving. The Exit Data (Market Data & Retention): Avoid relying on exit interviews. Instead, a

Compensation alone does not buy loyalty.   I have seen early-stage leaders who fall into the trap of thinking that the highest offer will win the best talent.  While a competitive offer is foundational, today’s top talent wants more.  They want purpose.  They need to know their work has an impact. This is where your mission becomes your more powerful recruiting tool and the core to your employee value proposition. When your team is genuinely connected to your company’s “why”,

The compensation plan that worked when you were a smaller team might be ready for an upgrade. As businesses scale, compensation becomes a strategic tool, not just a line item. The transition from a simple system to a strategic one is a common growth challenge. Not long ago I worked with a leader who was concerned with their compensation processes and market methodologies. Their pay structure, a confusing mix of historical data, some market data, and best estimates, was trac

The biggest trend in 2025: Pay transparency is non-negotiable. This is no longer a theoretical debate. It is impacting year-end bonuses and salary reviews, and leaders need to be prepared. The conversation is not ‘if’, but ‘when’. Here is how leaders can prepare to answer the difficult questions: The Bonus Mystery. Why is my bonus this amount? Many companies do not have a clear formula, or are reluctant to share how it was determined, which causes confusion instead of in