Pay Fairness Research Summary

Organisations

Employees

Employees are generally not happy with how their organisations do remuneration and performance

%

agreement around "pay fairness"

So what gets the thumbs-down?

  • I know how to maximise my future pay opportunity 24%
  • The pay system encourages good performance 25%
  • Pay performance is handled effectively 25%
  • I am satisfied with the way the organisation’s performance system is used to evaluate and rate my performance 27%
  • Pay increases are distributed fairly 27%

%

agree that "better performers" should be paid more than "average performers"

%

agree that employeers performing at the same level should be paid similarly

%

agree that they would not expect a pay increase if they had performed poorly

Your remuneration and performance systems may be acting as the handbrake on employee engagement

%

our research points to a 70% positive correlation between overall rewards fairness and employee engagement

So where might you start if your employees responded in a similar manner?

✓ Designing a recognition system to celebrate good performance

✓ Sorting out your performance system

✓ Providing a stronger link between employee contribution and pay

✓ Communicating more effectively and building better understanding about performance and remuneration

R

The four actions most likely to boost perceptions of pay fairness

Contact us on 0274 733 987 or via the Contact Page if you would like to know more about our research and the remuneration and performance solutions we can offer.