Study: Why pay transparency is essential | Employers disappointed in job search activity | Enhance your education benefits to help make the workplace more inclusive
Fifty-one percent of employees think they are underpaid, despite being compensated at market or above-market rates, and workers who believe they are not being paid fair rates are 49.7% more likely to seek work elsewhere, according to a PayScale study. The research demonstrates that retention and pay transparency are interlinked, writes Amy Stewart, who argues that pay communications are more critical than ever in a competitive talent market.
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Employers who predicted an increase in job applicants after the expiration of emergency unemployment benefits have been disappointed to see a lack of job search activity. "We're only going to see the impact of the federal UI benefits ending a couple of months from now -- I don't think we're going to see a big spike one way or another really," said Indeed economist AnnElizabeth Konkel.
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Union favorability in the US is at a 20-year high, according to Gallup polling, and Starbucks, Amazon, building contractors and Hollywood crew members are just some of the companies and industries facing unionization efforts or strikes. While it's unclear how successful pro-labor activism and policy proposals will be, "[y]ounger workers in the service sector and some white collar occupations are calling for greater transparency from their employers, not just on pay but also issues like sexual harassment and racial justice," says Dan Cornfield of Vanderbilt University.
Workplace tools make a difference in productivity, according to a survey that found 90% of workers report being productive with "best-in-class" technology versus only 40% with lesser tech. "High-performing teams, in short, have a deeper connection at a human level and emotional level with each other than teams who simply just view their colleagues as another person who is doing a role," says James Micklethwait of Kahoot, which conducted the survey.
"Motivation conversations" can be difficult for both sides, as each person must accept the premise, hear and understand the other person's values and create a path to success, writes Susan Fowler. "You need to be optimally motivated before you can conduct a successful motivation conversation to help someone else experience optimal motivation," she writes.
Salary has long been a taboo topic. It was in the home in which I was raised -- what Dad made was no one's business except Mom's -- and it was in the workforce. Employers did not share what they paid their workers.
That's quickly changing now. My son and daughter know what I make. I used that as part of my discussions with them about the professional workforce and how to navigate their careers.
