While inflation might not be making headlines as frequently, its impact remains a concern for employers, especially when it comes to handling compensation adjustments for their workforce. As your organization navigates this terrain, it's crucial to examine not only the numerical figures but also the underlying philosophy guiding your compensation decisions.
Recent Surveys as a Baseline
In September, Mercer, a global consultancy, unveiled insights from its Compensation Planning Survey. Employers, in response, outlined plans for merit increases at 3.5%, a slight dip from the previous year's 3.8%. Projected total salary increases, encompassing promotions and cost-of-living adjustments, stood at 3.9%, down from 4.1% in 2023. Similarly, the Annual National Salary Budget Survey by Salary.com revealed a consistent median raise of 4% for the third consecutive year across all employee categories.
The 'New Normal' Debate
With this data, there is speculation that 4% raises might be the "new normal" for employers. However, the decision on the percentage increase lies with your organization. What's crucial is the method by which you communicate and implement these adjustments, and this is where your compensation philosophy plays a pivotal role.
Addressing Key Questions with Your Compensation Philosophy
When considering compensation adjustments, it's beneficial to ground the decision within a well-thought-out compensation philosophy. This philosophy should address critical questions, such as:
- Are we Using the Right Benchmarks? Salary surveys offer market averages, but they may not capture the full value of an employee to your organization. Consider factors like unique skills, experience, or key customer relationships.
- What Employee Behaviors Are We Rewarding? Link compensation adjustments to strategic goals. If upskilling is a priority, ensure that the compensation structure reflects this progression.
- Is Our Incentive System Too Complicated? Simplify bonus structures to align with employee understanding. Overly complex systems might confuse and demoralize employees rather than motivate them.
Charting the Path Forward
As your organization crafts the annual budget for the upcoming year, compensation adjustments should be a key focus. Collaborate with your leadership team to strike a balance between employee retention and financial stability. The careful evaluation of data points is crucial in this process, and we stand ready to assist you in navigating this terrain effectively.
In conclusion, while the economic landscape may shift, a well-defined and communicated compensation philosophy ensures that your organization's decisions are strategic, employee-centric, and aligned with your broader business objectives.
HoganTaylor Human Capital Strategies Services
If you have any questions about this content, or if you would like more information about HoganTaylor’s Advisory practice, please contact Jeff Wilkie, Principal and lead of the HoganTaylor Human Capital Strategies (HCS) practice. More information is also available on the Human Capital Strategies page of this website.
INFORMATIONAL PURPOSE ONLY. This content is for informational purposes only. This content does not constitute professional advice and should not be relied upon by you or any third party, including to operate or promote your business, secure financing or capital in any form, obtain any regulatory or governmental approvals, or otherwise be used in connection with procuring services or other benefits from any entity. Before making any decision or taking any action, you should consult with professional advisors.
