Christopher Rainey’s Post

At Visuals by Momo, growth isn’t just about the work we create—it’s about the people and the culture that bring it to life. As our film production team continues to grow, we’ve been lucky to work with some truly amazing contractors who add so much value, creativity, and energy to what we do. One of the first things we always ask is, “What’s your rate?” It’s such a simple question, but the responses we get often remind us that it’s not asked nearly enough. We want to change that. For us, culture is everything. It’s about showing respect, building trust, and creating a space where every person—whether they’re full-time, part-time, or a contractor—feels valued and heard. Our contractors are a huge part of why we can continue to grow, push creative boundaries, and deliver impactful visuals for our clients. If a project’s budget doesn’t match a contractor’s rate, we don’t just ignore it. We’re honest and transparent and always work to find ways to make it right in future projects. Because that’s what culture means to us: respect, collaboration, and treating people like partners, not just resources. At Visuals by MOMO, we’re not just here to tell stories. We’re here to build a team and a culture where everyone feels their contributions matter. It’s this commitment to people that drives our growth and helps us create work we’re proud of. To all the contractors who’ve been part of this journey—thank you. Your work, your time, and your talent are deeply appreciated. Let’s keep building something amazing together. #CultureMatters #GrowthWithHeart #VisualStorytelling #VisualsByMomo

Pay People What They’re Worth (Here's the hard truth) It’s simple: Fair pay isn’t just a line on a budget. It’s a reflection of your values. Here’s the deal: ➟ Employees know when they’re underpaid. ➟ They’ll give their best to those who value them. Think about it: 💡 Do your pay practices match your culture goals? 💡 Are you compensating for loyalty, or just waiting for them to leave? Here’s how to start building trust through pay: 1️⃣ Benchmark salaries → Research industry standards and stay competitive. 2️⃣ Value experience → Reward tenure and expertise, not just performance. 3️⃣ Be transparent → Explain how pay decisions are made. Clarity builds trust. 4️⃣ Invest in growth → Create pathways where pay grows with skill and impact. The cost of undervaluing talent? High turnover, disengaged teams, and lost opportunities. Retention starts with recognition. And compensation is the loudest form of it. 💬 Do you think employees will stay loyal without fair pay? Yes or no? ♻️ Share this to help your network. And follow Christopher Rainey for more actionable insights. 📌 P.S. Subscribe to our FREE newsletter. Join 45,000+ Digital Marketing Professionals who receive weekly tips via email https://lnkd.in/de27yRTf

Is pay transparency the new frontier in building trust and retaining talent? 🤔 As I explored in my recent blog post, we're witnessing a significant shift in the corporate world, with over half of U.S. job postings now daring to reveal compensation details. This trend not only fosters transparency but also demands a higher level of negotiation skills and more precise workforce planning. With this openness, companies are challenged to address existing pay discrepancies and adapt to market shifts, all while ensuring performance-based pay remains fair. The future is undoubtedly exciting, with AI-driven models and real-time updates on the horizon. Are you and your organization ready to embrace this evolving compensation landscape? Let's discuss!

Pay people what they’re worth Not what you can get away with This is best explained by Harvard Business Review: "Paying employees fairly is not just about numbers; it’s about recognizing their value and contribution." Here are 7 reasons why you should pay people what they’re worth: 1. Boosts morale and productivity ↳ Fair pay increases job satisfaction. ↳ Happy employees are more productive and motivated. 2. Reduces turnover ↳ Employees stay longer when they feel valued. ↳ Saves money on recruitment and training costs. 3. Attracts top talent ↳ Competitive salaries attract skilled professionals. ↳ Helps build a strong, competent team. 4. Enhances company reputation ↳ Treating employees well improves your brand image. ↳ Attracts customers and clients who value ethical practices. 5. Encourages loyalty ↳ Fair pay fosters a sense of loyalty. ↳ Employees are more likely to go the extra mile. 6. Promotes fairness and equality ↳ Reduces wage gaps and promotes equality. ↳ Creates a more inclusive and diverse workplace. 7. Drives long-term success ↳ Investing in employees leads to long-term growth. ↳ A motivated team drives the company forward. Remember: Fair pay is not just a cost. It’s an investment in your people. Value your employees. Pay them what they’re worth. And watch your business thrive. P.S. If you found this post helpful repost it ♻️

𝐖𝐡𝐲 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐈𝐬𝐧’𝐭 𝐭𝐡𝐞 𝐎𝐧𝐥𝐲 𝐀𝐧𝐬𝐰𝐞𝐫 Nearly 2 out of 3 job seekers expect to see salary ranges in job descriptions. But here’s a question for you: 𝐈𝐬 𝐩𝐮𝐛𝐥𝐢𝐬𝐡𝐢𝐧𝐠 𝐩𝐚𝐲 𝐞𝐧𝐨𝐮𝐠𝐡 𝐭𝐨 𝐚𝐭𝐭𝐫𝐚𝐜𝐭 𝐭𝐨𝐩 𝐭𝐚𝐥𝐞𝐧𝐭 𝐚𝐧𝐝 𝐫𝐞𝐭𝐚𝐢𝐧 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬? Transparency is great, but it’s not the whole story. Pay is just one piece of the puzzle—what about your total rewards strategy? Two companies offering the same pay can have drastically different value propositions when you look at the big picture: 𝐛𝐚𝐬𝐞 𝐩𝐚𝐲, 𝐛𝐨𝐧𝐮𝐬𝐞𝐬, 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬, 𝐚𝐧𝐝 𝐠𝐫𝐨𝐰𝐭𝐡 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬. If you’re focused on attracting high-tech talent, you’ve got to think beyond the paycheck. Here’s the real question: 𝐀𝐫𝐞 𝐲𝐨𝐮 𝐞𝐝𝐮𝐜𝐚𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐨𝐧 𝐡𝐨𝐰 𝐩𝐚𝐲 𝐰𝐨𝐫𝐤𝐬 𝐚𝐧𝐝 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐠𝐞𝐭 𝐢𝐧 𝐭𝐨𝐭𝐚𝐥? Consider this: 60% of organizations don’t train managers to talk about pay. If you get ahead of this, you’ll create a culture of trust and transparency without needing to publish every salary. Ready to dig deeper into total rewards? Let’s chat. Drop a comment or reach out directly to discuss how we can design a compensation strategy that attracts and retains the best talent in tech. Read more: https://lnkd.in/ea-Gr4q6 #HRstrategy #CompensationBenchmarking #TotalRewards #EmployeeEngagement

Can there be pay transparency without pay equity? Pay equity is the first step towards pay transparency. Being transparent about your pay indicates that you have achieved or are working towards pay equity. Employees and incoming candidates appreciate working in a company that is transparent about its equity efforts.

Pay people what they're worth. Not what you can get away with. Harvard University's research highlights a big issue: Hiring new employees at higher salaries than current staff can lead to losing your top talent. ➡ Here's the impact: When new hires are paid more, it causes your best employees to feel undervalued. This often results in them looking for new jobs. The stats are clear: - If you adjust pay quickly, employees stay 2.5 years longer. - If you delay, they leave in 13 months. - High performers leave 1.5 times faster if there are pay gaps. So, what can you do? 1. Raise Awareness ✅Talk to your team about the impact of unfair pay. 2. Audit Pay Regularly ✅Check for pay gaps and ensure fairness. 3. Address Inequities Quickly ✅Don’t wait for annual reviews to fix pay issues. 4. Open Discussions ✅Encourage conversations about compensation. Remember: Fair pay is essential for keeping your top talent. Investing in your employees' pay shows you value them. It helps your business grow. Show your commitment with actions, not just words. ♻️ If you agree, share this post. And follow Raj Mohan for more insights.

🌟 Simplify Your Pay Strategy! 🌟 Thinking of reviewing your pay strategy? You're not alone. This has been a really popular request from our client base so far this year, and here's why: ✔️ Competitive Edge: Knowing where you stand in the market will impact your ability to attract top talent. ✔️ Clarity: Clear structures mean happier, more motivated teams. ✔️ Equity: Fair pay promotes diversity and inclusion, and increases workplace accessibility. Reward Benchmarking isn't just about numbers; it's about shaping a workplace culture that values and rewards its people fairly. And who doesn't want that? 🌱 If you're looking to refine your hiring strategy and pay policies, let's chat! Drop me a line at [email protected] or comment below. #RewardStrategy #SalaryBenchmarking #TalentInsights

Let's talk about a sensitive subject to many employers 👇 Competitive pay and why it is important to pay for talent at your company. → Attract top talent! Competitive compensation attracts the best and brightest. This in result, gives your company a competitive edge. → Retains top talent! Fair pay shows employees they are valued, reducing turnover and the costs associated with it. → Boosts Productivity! Happy, well-compensated employees are more motivated and productive, thus resulting in better company engagement. → Improves Company Reputation! Have you ever interviewed someone and asked the question, "why do you want to work for us?" Well, people talk! Paying well for talent enhances your company's reputation as a desirable place to work. → Better Business Outcomes. This one ties in with boosting productivity - Top talent leads to better decision-making, innovation, and overall business performance. Listen, we all know compensation isn't always everything, but let's be real, it IS a necessity factor for many employees. Stay competitive, and I mean truly competitive. Just like when you are shopping, "you get what you pay for" remains true when it comes to acquiring talent for your company.

𝐖𝐡𝐲 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐈𝐬𝐧’𝐭 𝐭𝐡𝐞 𝐒𝐢𝐥𝐯𝐞𝐫 𝐁𝐮𝐥𝐥𝐞𝐭 Did you know 63% 𝐨𝐟 𝐣𝐨𝐛 𝐬𝐞𝐞𝐤𝐞𝐫𝐬 𝐞𝐱𝐩𝐞𝐜𝐭 𝐭𝐨 𝐬𝐞𝐞 𝐬𝐚𝐥𝐚𝐫𝐲 𝐢𝐧𝐟𝐨 𝐢𝐧 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬? It’s true, transparency is gaining momentum. But there’s more to the story. 𝐏𝐚𝐲 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐢𝐬𝐧’𝐭 𝐚𝐥𝐥 𝐨𝐫 𝐧𝐨𝐭𝐡𝐢𝐧𝐠. Two companies offering the same hourly rate might actually be worlds apart when it comes to total rewards. That’s where your strategy can shine: It’s not just about showing the number—it’s about educating your team on the full value of their compensation. Here’s one way to get ahead of the game: 𝐃𝐞𝐟𝐢𝐧𝐞 𝐲𝐨𝐮𝐫 𝐩𝐚𝐲 𝐩𝐡𝐢𝐥𝐨𝐬𝐨𝐩𝐡𝐲: Do you reward results or behaviors? Do you pay at the market median or higher for niche roles? 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞, 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞, 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞: Clarity around pay decisions boosts trust and retention. 𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐫𝐞𝐭𝐡𝐢𝐧𝐤 𝐲𝐨𝐮𝐫 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲? Let’s discuss how a tailored total rewards approach can help you attract and retain top talent in today’s competitive market. Drop a comment or reach out if you want to dive deeper into this conversation! Read more: https://lnkd.in/epK_BfeU #HRstrategy #CompensationBenchmarking #TotalRewards #EmployeeEngagement