Rafay Waqar’s Post

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 120,000+ HR professionals who receive weekly tips via email and social https://lnkd.in/eAdb6ydY

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

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

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

𝐈𝐬 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐭𝐡𝐞 𝐊𝐞𝐲 𝐭𝐨 𝐀𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐓𝐨𝐩 𝐓𝐚𝐥𝐞𝐧𝐭? Did you know that 65% 𝐨𝐟 𝐣𝐨𝐛 𝐬𝐞𝐞𝐤𝐞𝐫𝐬 𝐞𝐱𝐩𝐞𝐜𝐭 𝐬𝐚𝐥𝐚𝐫𝐲 𝐝𝐞𝐭𝐚𝐢𝐥𝐬 𝐢𝐧 𝐣𝐨𝐛 𝐩𝐨𝐬𝐭𝐢𝐧𝐠𝐬? But here's the thing—𝐩𝐚𝐲 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐢𝐬𝐧'𝐭 𝐭𝐡𝐞 𝐰𝐡𝐨𝐥𝐞 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧. While clear pay ranges are important, 𝐭𝐨𝐭𝐚𝐥 𝐫𝐞𝐰𝐚𝐫𝐝𝐬—the sum of base pay, bonuses, and benefits—tell a more comprehensive story. Two companies offering similar salaries might be worlds apart in their overall compensation packages. So, how do you ensure 𝐲𝐨𝐮𝐫 𝐩𝐚𝐲 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 stands out? 𝐇𝐞𝐫𝐞’𝐬 𝐭𝐡𝐞 𝐬𝐞𝐜𝐫𝐞𝐭: 𝐊𝐧𝐨𝐰 𝐲𝐨𝐮𝐫 𝐦𝐚𝐫𝐤𝐞𝐭: Define pay ranges based on 𝐚𝐜𝐜𝐮𝐫𝐚𝐭𝐞 𝐛𝐞𝐧𝐜𝐡𝐦𝐚𝐫𝐤𝐢𝐧𝐠. Communicate clearly: Employees want to understand how their performance impacts their pay. 𝐓𝐡𝐢𝐧𝐤 𝐛𝐞𝐲𝐨𝐧𝐝 𝐛𝐚𝐬𝐞 𝐬𝐚𝐥𝐚𝐫𝐲: Benefits, bonuses, and growth opportunities make a big difference. If your goal is to 𝐚𝐭𝐭𝐫𝐚𝐜𝐭 𝐭𝐨𝐩 𝐭𝐚𝐥𝐞𝐧𝐭, ensure your 𝐭𝐨𝐭𝐚𝐥 𝐫𝐞𝐰𝐚𝐫𝐝𝐬 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 reflects your company’s unique value—and then communicate that effectively. 𝐀𝐫𝐞 𝐲𝐨𝐮 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐫𝐞𝐭𝐡𝐢𝐧𝐤 𝐲𝐨𝐮𝐫 𝐩𝐚𝐲 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲? 𝐋𝐞𝐭’𝐬 𝐭𝐚𝐥𝐤! Share your thoughts below or reach out directly to explore innovative solutions. 𝐑𝐞𝐚𝐝 𝐦𝐨𝐫𝐞: https://lnkd.in/gJVhhwWW #HRstrategy #CompensationBenchmarking #TotalRewards #EmployeeEngagement

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.

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.

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 ♻️

“Michelle’s expertise and evidence-based strategies enabled us to conduct in-depth pay gap analyses and develop targeted, data-informed action plans. Her work has driven a cultural shift across the region, raising awareness and accountability for transparent and equitable pay practices.” I just received this testimonial a few days ago from a recent client. I'll be sharing a full case study soon, but for now I want to highlight a few things: ➡️ This client has gone from having a vague pay gap actions plan with the correct 'buzz words' to one that is data informed. I love this because it means that they're no longer chained to jargon, platitudes and focusing on looking like they're making progress. With this data informed approach they can determine what progress looks like for them. Win -win. ➡️ They're in the middle experiencing a cultural across the region and multiple office sites. The potential ripple effect here is huge. I'm so excited to see what outcomes will follow. All in all, they're happy with the transformation that working with me has had. This could be you too. I have space to work with 5 organisations between October and February. Conversations have already started and been booked in, so I wouldn't either if I were you! If you're ready for a confidential chat, use the link below or pop me a DM.