Payscale

Once, pay was just a number. Hidden. Unspoken. Hard to defend. But the way we see compensation today has evolved. A symbol for trust. A reflection of value. A cornerstone of business success. In a world where talent demands more and leaders expect precision, treating pay as an afterthought is a risk you can’t afford. That’s why forward-thinking organizations are reimagining compensation: ✨ As a strategic asset, not just a figure ✨ As a non-negotiable commitment, not a compromise ✨ As the foundation of culture and trust, not an afterthought When you build confidence in your compensation strategy, it becomes the bedrock of alignment, performance, and long-term success. Create confidence in your compensation. 💜

What keeps comp teams up at night? One thing I hear constantly working with customers on the Payscale Compensation Services team: the fear that managers might make pay decisions that are misaligned, biased, or poorly communicated - not out of bad intent, but out of confusion or a lack of support. There’s always a tension between empowering managers and ensuring that pay decisions stay consistent, compliant, and equitable. And the question I often ask is: ✨Do managers actually understand why they’re making a certain compensation decision - and can they clearly explain it to an employee?✨ I’ve been a new manager myself, and I get how easy it is to lean on gut instinct or what “feels fair.” But compensation isn’t just about numbers - it’s a narrative. One that builds (or breaks) trust. These are some of the most emotionally charged conversations employees will ever experience. At Payscale, I work with organizations to help bridge that gap - with the right structure, data, and tools so managers can show up with clarity, empathy, and confidence. Because in the end, employees may not remember the exact number—but they’ll always remember how that moment felt. 💚

Working with Affinity Plus Federal Credit Union has been such a highlight. Their story is everything I love about this work—taking on tough challenges around pay transparency, leaning into the hard conversations, and emerging with a stronger, more trusted compensation strategy. A 13%+ increase in employee pay satisfaction is incredible—but even more meaningful is what’s behind that number: ✅ Clearer communication ✅ Stronger trust ✅ A culture where employees feel heard and valued I’m so proud that Payscale could play a part in that journey, providing the tools and insights to help make it happen. Here’s to more organizations following their lead—putting fairness, transparency, and people first. 💚

This is what’s keeping your best talent up at night—and it’s costing you. 💸 Employees are losing trust in how pay decisions are made. That lack of pay confidence? It leads to disengagement, higher attrition, and tougher conversations across the board. Now’s the time to rebuild trust. Fair pay practices aren’t just the right thing to do—they’re a business imperative. Explore what’s driving the Pay Confidence Gap and how to close it. 🔗 to full reports in the comments.

At the start of 2025, attention shifted away from pay equity due to a wave of Executive Orders and political rhetoric. But let’s not lose sight of the bigger picture: fair pay isn’t just a policy issue — it’s a business imperative. Ultimately its a win-win. If your not addressing it are you ready for the lose-lose? This article from WorldatWork which features our recent Fair Pay Research is a timely reminder of why fair pay should still be top of the agenda. #FairPay #PayEquity #Compensation #HR #Leadership #WorldatWork

Tired of hearing about AI with no real payoff? 🥱 Let’s talk about what actually matters: how AI is quietly transforming pay decisions behind the scenes—today. Join us on August 5 at 9 AM PT / 12 PM ET for a no-BS conversation on how AI is reshaping compensation in practical, human-centered ways. Hear from experts who are deep in the data and on the front lines: 👥 Sara Hillenmeyer | Senior Director of Data Science, Payscale 👥 Ben Eubanks | Chief Research Officer, Lighthouse Research & Advisory 👥 Paulo Fava | Senior Compensation Manager at ITX Corp What you’ll take away: ✅ How AI is being used right now to drive equity, transparency & efficiency ✅ Real use cases in benchmarking, pay allocation & comp planning ✅ What’s hype, what’s real—and how to stay ahead without getting overwhelmed Register via 🔗 in the comments.

What happens when HR doesn’t speak the language of the business? You hire roles that don’t move the needle. You allocate budget without a clear return. You measure engagement in smiles instead of outcomes. Compensation has always been about more than pay. But today, it’s becoming something else entirely—a strategic signal of what matters in the business. Modern comp leaders must understand metrics like CAC, gross margin, and revenue per employee. Not to become CFOs. But to ensure people decisions are grounded in business reality. The future of compensation is transparent, data-informed, and business-fluent. And it starts with asking better questions—and having the confidence to challenge what doesn’t align. Because when compensation becomes a strategic compass, everything else follows.  I’ll be joining CFO Philip Watson and Chief People Officer Lexi Clarke on an upcoming episode of Comp and Coffee to talk about just that—how HR and Finance can work together to connect compensation to business outcomes. Stay tuned! ☕️

The mid-year review cycle is one of my favorite yearly exercises. It’s independent of comp conversations; a check-in to evaluate how things have gone in H1 and how to keep pushing in H2. A time for an honest and candid conversation between employee and leader. This year, alongside my HRBP teammates, I’m helping our managers deliver impactful reviews. Not to just go through the motions, but really connect with their teams and talk about finishing 2025 with high performance and engagement. The things I find to be most important in this process: -Drive the conversation with data: Gut feelings, assumptions, generalized statements--these don’t inspire confidence and are not actionable. Leverage data and use it to tell a story. It will strengthen your talking points and lead to clear dialogue. -Recognize what went well: We’re all human, and we want validation and recognition. Highlight the impactful work and big accomplishments. -Have the tough conversations: We can’t improve without feedback. At Payscale, we believe everyone deserves constructive feedback to highlight growth opportunities. Leverage your HRBPs or leaders for strategies to approach these conversations. -Build a plan for the future: Have an employee who is close to a promotion, but not quite there? Is a top performer missing one skill that will drive them even further forward? Take action! Just mentioning these things isn’t enough. Work on a plan to help your people achieve their career goals. What tips would you give leaders when tackling a mid-year conversation?

Nearly 1 in 5 workers use generative AI to research salaries, 27% of whom said it inflated their compensation expectations, according to Payscale’s 2025 Pay Confidence Gap Report, released Tuesday. (Ginger Christ) https://xmrrwallet.com/cmx.plnkd.in/e9PqBRZs

The latest Fair Pay Impact Report from Payscale touches on a troubling reality: despite rising salaries and more transparency, employee perceptions of unfair pay have skyrocketed from 51% to 68% in just four years. Yet, only 32% of those feeling underpaid actually earn wages below the market rate. As Payscale’s Ruth Thomas emphasizes, compliance with transparency laws isn't enough; employers must clearly communicate how and why compensation decisions are made. However, perhaps there's more at play—a fundamental flaw in the way market rates are set, which overlooks essential economic realities such as cost-of-living and purchasing power. With CEO compensation up over 1,000% since 1978, compared to a mere 24% increase for the average worker, it’s clear why many employees feel economically stranded. We must address the root cause: recalibrating compensation benchmarks to reflect the true economic landscape workers face today. Read my full breakdown at 3Sixty Insights on this issue and why it matters. #FairPay #EconomicInequality #TalentManagement #PayscaleReport