Benefits

Let’s get right down to it: Workers’ compensation is just as important for remote employees as it is for on-site employees. Workers’ compensation, also known as workers’ comp, is a legal requirement for most businesses. […]

Just thinking about all the employer costs for employee compensation is enough to make your head spin. There’s payroll tax. State tax. Worker’s compensation insurance. Benefits like healthcare, retirement contributions, and PTO.  Long story short?

Are you looking for out-of-the-box compensation ideas for the employees on your team? We’ve got a list for you.  Best of all, each idea on our list has the potential to deliver a return on

Discussing pay can make employees and managers uncomfortable—but it shouldn’t. The salary or wage you pay your employees isn’t an elephant in the room. It’s one of the biggest reasons—if not the biggest—that they’re working

If you don’t know your compensation philosophy, it’s time to figure that out. A compensation philosophy is the guiding light for every choice you make about what you pay employees. There are three core philosophies:

It’s not hard to recognize the value of rewarding your best employees. People stay when they’re treated right. Simple enough.  The tough part is building systems that make sure performance is tracked and rewarded consistently.

Compensation issues that don’t get addressed early on—or better yet, prevented altogether—can snowball into massive problems later. This list includes common compensation issues small businesses face as they grow, which is why we addressed them

Every company has a unique compensation philosophy that drives the way they pay their team. Some companies intentionally focus on a specific compensation philosophy. Others follow one without really knowing it.  We live in a

Attracting and retaining employees relies on excellent compensation management. When you offer the pay and benefits that employees really want, they’re more likely to apply for positions and are bound to feel more satisfied with

I’d seriously consider implementing compensation management once you have 10 full-time employees on your team. Yes, it sounds early when your company is barely larger than a small team, but the longer you put off