The CEO Coach | CEO of the Year '19 | McKinsey, Skype | Author | Follow for posts about business, leadership & self-mastery.
Pay people what they're worth, or someone else will. Underpaying talent is a fast track to failure. Smart companies know this. They pay fairly because: 💰 It boosts morale. ↳ Happy workers are productive workers. 🚀 It drives innovation. ↳ Well-paid employees take more risks. 🏆 It attracts top talent. ↳ The best want to work where they're valued. 🤝 It builds loyalty. ↳ Fair pay = lower turnover. 📈 It improves performance. ↳ People work harder when they feel respected. Paying less might save money in the short-term. But long-term? It's costly. You lose: — Market competitiveness — Future growth potential — Company reputation — Your best people It's not just about the money. It's also about respect. And here's the hard truth: Talent talks. Your competitors? They're all ears. So, leaders, ask yourselves: Can you afford to lose your best people? Can you risk them feeling undervalued? Your team isn't just a line item on a budget. They're the engine of your success. Fuel them right. Invest in your people. Watch your business soar. ♻️ Repost to inspire your network. And follow Eric Partaker for more. 📌 Want hi-res PDFs of all my infographics? Try my free newsletter: ericpartaker.com/linkedin You'll get 60+ infographics for free.
Small minded folks pay less because they focus on short term gain. To get ahead in the game you should learn to pay more to get more.
I am very interested in what models are being used to come up with what a person is worth? Please let me know what you have seen that is working and what is not working.
Overpaying people is how you attract high performers.
Often people that get into a state of trance have a sense of entitlement and their ordinary lives are regarded as undervalued. People are dilusional. No Real Wealth is ever created. They at max are innovating. So we ought to pay less and less. Unless… there a true talent is born. But the delinquents delinquent the system exactly because they don’t have Faith, Real Faith. They don’t trust the system.
Same goes for fitness: Invest in yourself, or pay the price later. Skipping workouts, under-fueling, or neglecting recovery might save time and effort now, but long-term? It’ll cost you: 💪 Energy levels drop. ↳ Consistent effort leads to consistent energy. 🏃 Progress stalls. ↳ Half-hearted training = half-baked results. 🧠 Motivation fades. ↳ When you don’t commit fully, it shows—and it hurts. 💥 Injuries catch up. ↳ Neglect recovery, and your body will force a break. The truth? Just like in business, you get what you put in. If you don’t value your fitness, it won’t value you back.
Salaries can be a tricky subject. On one hand, businesses operate within a budget and have multiple expenses to manage. On the other hand, unless they are nonprofit, organizations are driven by profit, and compensation is often reflective of that. When seeking a new position, candidates should take a proactive approach. Rather than accepting any offer and later feeling dissatisfied, it’s essential to target companies that are in a position to pay the salary you’re aiming for. The same job title and duties can come with vastly different compensation packages depending on the company’s size, profitability, and expectations. Perks and benefits can also vary widely. Ultimately, if a company’s offer doesn’t meet your expectations, it’s important to move forward and pursue opportunities with employers who can align with what you believe you’re worth. #SalaryNegotiation #JobSearchTips #KnowYourWorth #CareerGrowth #EmployeeValue #ProfessionalDevelopment
It’s no different than any relationship. If you don’t feel valued by the one you are with then it is easy to be distracted by others that do want to be with you. Being in a relationship where you are valued at a bare minimum does not feel good and distracts you from giving your best. You can feel how little effort is being put in from the other side. It kills your motivation and sucks the life out of you. I try to give everything that I have available to every relationship. Friends, work, spouse, kids, etc. It makes me feel good to know I am giving my best but nobody likes to feel used.
Investing in people’s worth isn’t just about fair pay in my world — it’s about showing respect, driving innovation, and securing long-term success.
This post drives home an essential truth: valuing talent is critical for sustainable success. It’s not just about compensation; it’s about creating an environment where employees feel appreciated and empowered to contribute. But here’s the question: how can companies effectively assess what talent is truly worth in their specific market? Are there best practices or tools that leaders can use to ensure they’re competitive without falling into the trap of overpaying for underperformance? It would be interesting to discuss how organizations can strike the right balance between fair compensation and performance metrics!
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2moI couldn't agree more. Underpaying talent is a sure way to lose your most valuable assets—your people. When you pay people what they're worth, you're not just making a financial transaction; you're investing in their morale, innovation, and loyalty. In today’s competitive market, the best talent knows their value, and they’ll seek out places where they feel respected and fairly compensated. It's not just about saving money; it's about building a strong foundation for long-term success. Treat your team well, and they’ll help your business grow. Fair pay isn’t a cost—it’s an investment.