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Silent Resignation: 3 Tips for HR Professionals to Address the Trend of Quiet Quitting in the Workplace

Discover 3 essential tips for HR professionals to address the rising trend of quiet quitting in the workplace. Learn how to create a positive work culture, encourage open communication, and provide growth opportunities to retain top talent. Understand and address the silent resignation phenomenon, improving employee retention, reducing turnover, and creating a more productive and engaged workforce. Stay ahead of the game and tackle the challenges of quiet quitting with expert advice from an HR professional’s perspective.

The trend of “quiet quitting” has caught many HR professionals’ attention these days. Quiet quitting is when employees leave their jobs without prior indicating to their employer or colleagues, along with choosing to stop going above and beyond in the workplace. This phenomenon has become increasingly common as of late, especially since the COVID-19 pandemic. Employees have become more comfortable with remote work and are more likely to feel disconnected from their colleagues and workplace. As an HR professional, it’s important to understand this trend and how to address it. A recent Gallup poll found that “quiet quitters” make up at least 50% of the U.S. workforce and perhaps even more.

Let’s explore three tips for how HR professionals can get a handle on quiet quitting, and act before it’s too late.

1. Create a Positive Work Culture

Creating a positive work culture is key to preventing quiet quitting. A positive work culture incorporates a workplace where employees feel valued, respected, and have a sense of belonging. One way to promote a positive work culture is to encourage employee feedback (and act on their provided suggestions). By providing employees with a platform to voice their opinions, HR can identify areas where improvements can be made and address issues before they lead to employees quitting.

Another way to promote a positive work culture is to foster relationships between employees and management. Building relationships with employees can help HR identify those who may be considering leaving and address their concerns or pain points before deciding. HR can also work with management to ensure that employees have the resources and support they need to succeed in their roles. For example, HR can partner with management to provide training and development opportunities, mentorship programs, and regular feedback to help employees feel confident and supported.

2. Encourage Open Communication

HR professionals can create an environment where employees feel comfortable discussing their concerns and issues in an open and candid manner. One way to facilitate open communication is to hold regular check-ins with employees to discuss their progress and any problems they may face. These check-ins can be done individually or on a team basis and conducted in person or remotely. These can go a long way towards building positive relationships and gaining much-needed feedback in a candid, safe manner.

HR can also provide anonymous feedback channels for employees who may feel uncomfortable discussing their concerns openly. For example, HR can create an online suggestion box or use an anonymous survey tool to gather employee feedback. This feedback can identify areas where improvements can be made and address any issues before they lead to employees leaving.

3. Provide Opportunities for Growth and Development

Providing opportunities for growth and development is another way to prevent quiet quitting, or address concerns before they get too far. Employees who feel they have reached a dead-end in their careers are more likely to leave their jobs.  Encouraging leaders and employees to hold development discussions and explore interests is key.

 45% of workers would stay at a company longer if it invested in their learning and development


Here is where we assume leaders know how to have these discussions.  Helping leaders feel employed to have growth operations is key.  Providing education and training to help leaders E.N.G.A.G.E. in these types of conversations can pay dividends for employee engagement.


The trend of quiet quitting can be addressed by creating a positive work culture, encouraging open communication, and providing opportunities for growth and development. As an HR professional, it’s essential to understand this trend and take action to prevent employees from leaving without notice. By implementing these tips, HR can improve employee retention, reduce turnover, and create a more engaged and productive workforce.


Introducing SimplyMerit PART 1 – How to include performance data in your compensation review process?

When it comes to compensating your employees, fairness is critical. That’s where performance data comes in – it helps you measure your employees’ performance, contributions, and achievements against a set of standards. By incorporating performance data into your compensation review process, you can ensure that you’re rewarding your employees for their hard work and dedication to your business.

But let’s face it, tracking and analyzing performance data can be daunting. In this blog post, we’ll look at how you can use performance data to ensure that your employees are compensated fairly and how SimplyMerit can make the process smoother and more efficient. So let’s dive in!

What is Performance Data Compensation?

Performance data management is a powerful tool that helps employers make informed decisions regarding compensating their employees. By gathering data from various sources, employers can create a comprehensive picture of their employee’s performance and the value they bring to the company. This data is crucial for tracking progress over time, making informed decisions about promotions, and developing effective strategies to reward and retain top talent.

Using performance data compensation is a game-changer for any employer, allowing them to make data-driven decisions instead of relying on assumptions. With performance data, employers can compare employees against each other, identify skills gaps, and find ways to improve their employees’ performance. Additionally, performance data helps employers set realistic goals for their employees and monitor their progress, ensuring that employees are held accountable for their performance and receive valuable feedback when needed.

Using SimplyMerit to Track and Set Performance Data

SimplyMerit is a powerful performance data management tool that helps employers streamline their compensation review process. It is a user-friendly interface, and intuitive features make it easy to consolidate data and track performance using the fully-customizable Performance Rating Scale available with SimplyMerit. SimplyMerit provides employers with the tools they need to establish clear and consistent performance metrics aligned with their business objectives.

One of SimplyMerit’s key features is its ability to provide real-time visibility into performance data for managers and HR. This means employers can access up-to-date information about their employee’s performance and make informed decisions based on that data. SimplyMerit also allows employers to set realistic employee goals, monitor their progress, and provide feedback when necessary.

Why Choose SimplyMerit?

Using SimplyMerit to track and set performance data has numerous benefits, including:

  • Saving time and reducing administrative burden by streamlining the compensation review process
  • Ensuring fairness and consistency by establishing clear and consistent performance metrics
  • Providing real-time visibility into performance data for managers and HR
  • Allowing employers to make informed, data-driven decisions about compensation and promotions
  • Improving employee engagement and retention rates by rewarding top performers and identifying skills gaps

If you want to learn how SimplyMerit can transform your compensation review process, look no further than our success stories! We’ve helped countless organizations streamline their compensation review process, significantly improving employee satisfaction and retention rates.

In conclusion, if you’re an employer who wants to simplify your compensation review process and make informed decisions based on performance data, then SimplyMerit is the solution you’ve been looking for. The user-friendly interface, real-time visibility, and intuitive features make it easy to collect, track, and analyze performance data, ensuring that employers can reward their top performers and retain their top talent. Plus, who doesn’t love a little simplicity in their life?

So why wait? Book a SimplyMerit Demo today and let our experts guide you through transforming your compensation review process! 

Job Posting vs. Job Description vs. Position Description

Job Posting vs. Job Description

Organizations use three essential documents to recruit and retain employees: a job posting, a job description, and a position description. It is often widespread practice to use the three terms interchangeably. However, these documents are distinct and have different applications in business. A job posting is a brief advertisement to entice potential candidates to apply for a position. A job description is a document that details an employee’s high-level duties, responsibilities, and minimum requirements to be successful in that job. A position description goes into greater detail about a position’s day-to-day tasks, duties, and expectations.

Job postings generally include basic company information, high-level job duties, desired qualifications, and regulatory information. Furthermore, job postings may include benefits for joining the company to attract talent.

A job description provides more detailed information, such as required (rather than desired) qualifications and skills for the role. A Job Description outlines an overall job like other jobs on the market. For example, an organization may employ a Content Producer. The Content Producers Job Description will outline the essential tasks required to complete the job and will be easily comparable to Content Producers in other organizations.

A Position Description is a detailed description of the significant responsibilities of a role and how you will assess the employee’s performance in their role against those responsibilities.

Key Elements


  Job Posting  Job Description  Position Description 
Purpose  Informs candidates of a job opening and advertises the job as appealing. To give candidates a taste of what it is like to work for the company and persuade them to join the team. A promotional tool  Describes the core essential duties and responsibilities assigned to a position and the minimum qualifications required to carry out those duties successfully. Not an advertisement  Describes the detailed duties of a position that may differ between organizations or departments within an organization. Employers use it to establish expectations and as a guide for performance evaluations. 
Tone  Generally written informally to be engaging to candidates  Informative, high-level duties of a position  Informative, more detailed, written as a guide for employees and their leaders 
Audience  Internal and External  Internal  Internal 
Length  Brief and to the point to keep the candidate’s attention  Shorter than a Position Description, longer than a Job Posting  Longer, meant to detail how an employee can succeed in the position 
Example of Questions Answered What is it like to work at the company? What kind of things will I do in this role? Are my skills a good fit for this role?  What are the main duties I will spend time on in the role? What qualifications must I have to succeed in this role? What are the minimum qualifications I need for this role? What is the scope of my role?  What specific tasks will I be doing in this role? What does success look like in this role? What are the working conditions required for task completion? Who will I interact with and report to? 

SimplyMerit Vs Other Solutions Part 4 – Compensation Data Management, Compensation History, and Workflow Automation

If you’re looking for a comprehensive and user-friendly compensation management solution, look no further than SimplyMerit. Based on data collected by G2, SimplyMerit outperforms other compensation management solutions in three key areas: Compensation Data Management, Compensation History, and Workflow Automation.


Compensation Data Management is a crucial aspect of compensation management, and SimplyMerit excels in this area with a score of 92%. One of the reviewers stated that they “got lots of compliments” on the compensation statements and that there were “no errors at all.” With SimplyMerit, you can save yourself “tens of hours” of time and effort compared to other solutions.


When it comes to Compensation History, SimplyMerit once again shines with a score of 86%. The platform allows you to upload all necessary data, such as prior compensation history and compensation bands, which empowers managers to make informed decisions. In contrast, another solution scored 76% and was criticized for the lack of data retention built into the platform.


Finally, SimplyMerit’s Workflow Automation functionality received a score of 91%. This includes automatic prorations and one-click generation and distribution of multilingual compensation adjustment letters, making the process simple and streamlined. The other solution received a score of 87%, but one reviewer expressed a desire for more automation in the future.


In conclusion, SimplyMerit is the clear choice for anyone looking for a comprehensive and efficient solution for compensation management. With top-notch scores in Compensation Data Management, Compensation History, and Workflow Automation, SimplyMerit is sure to meet all your compensation management needs.


Ready to experience the best in compensation management? Sign up for SimplyMerit today and discover the benefits of a comprehensive, user-friendly solution. From effortless compensation data management to streamlined workflow automation, SimplyMerit has everything you need to manage compensation with ease.

Be Transparent and Provide Salary Ranges

The pay range for workers is an important factor in ensuring that everyone is fairly compensated for the work they do. Employers are obligated to provide salary rate information to any employee who requests it and should not delay or deny the request. Workers have the right to know the salary rate for their current job, and employers must be transparent and provide this information promptly. This blog post will discuss employers’ legal requirements when providing employees with their pay range and salary rate information.

What the Law Requires

SB-1162 in California requires employers to provide a salary range for each employee. When an employee requests their pay range, the employer must be transparent and provide the rate they are currently being paid. Employers are not allowed to withhold this information from the employee. Employers must also ensure that all employees are given the same salary rate for their current job. If an employer fails to provide an accurate pay range to an employee, they may face legal repercussions. 

Employees should always be aware of the current salary range and speak up if it is not in line with what was initially agreed upon. If an employee feels they are not receiving the pay range data upon request, they can file a wage complaint with the State’s Department of Labor’s Wage and Hour Division. Employees should remember that there can be changes in the pay range over time due to changes in laws, inflation, cost of living, and other factors. 

Therefore, it is important to stay up-to-date on any changes in the pay range to know if you need to request an increase in your salary rate. Additionally, employers should review pay ranges regularly to ensure that salaries are aligned with market rates and consistent across the board. By staying up-to-date with pay ranges, employers and employees can have peace of mind knowing everyone is getting paid fairly and accurately.

What If an Employer Refuses to Give a Salary Rate?

If an employer refuses to provide their employee with the salary rate for their current job, they violate the law. Employers must give workers the salary range for their current job when asked. Employees have the right to know their pay range to ensure they are fairly compensated. If an employer refuses to provide this information, the employee can take legal action against them. This could include filing a complaint with the Equal Employment Opportunity Commission or taking the employer to court. 

Employers should always provide their employees with a salary range for their current job if asked. Pay ranges vary from industry to industry and from company to company, so employees need to be aware of the specific pay range that applies to their job. Knowing your pay range gives you more leverage to negotiate better pay and benefits down the line. It also ensures you’re not underpaid and helps you keep track of market-based changes over time. Pay ranges are also important tools for budgeting and determining how much money you need to live comfortably. Knowing your pay range will help you plan financially and ensure you are not stuck living paycheck to paycheck.

What If an Employer Asks an Employee Not to Discuss Their Salary?

Employers are not allowed to tell employees not to discuss their pay range or salary. This is a violation of the law, and employers may be held accountable for doing so. Employees have the right to discuss their pay with their coworkers if they choose to do so. It is illegal for an employer to ask employees not to discuss their pay or salary range.

Suppose employees feel their employer attempts to prevent them from discussing their pay scale or salary rate. In that case, they should document any conversations or written communications that occur, as well as any attempts by the employer to silence them. They should then file a complaint with the relevant labor organization, such as the National Labor Relations Board (NLRB). The NLRB may investigate and take action if it finds the employer has violated the law.

What If an Employer Gives Different Salary Ranges to Different Employees?

It is illegal for an employer to give different salary ranges to different employees based on race, gender, age, disability, sexual orientation, or any other protected class. Suppose an employee believes their salary rate has been lower than a colleague in the same position because of a protected characteristic. In that case, they can file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC will investigate the claim and take appropriate action if necessary. Employers must be transparent and always offer equal pay for equal work regardless of an individual’s background. 

When setting the salary rate for a particular job, employers should be consistent in the pay range offered to all employees. All individuals performing the same duties should be given the same salary rate, regardless of their gender, race, or any other protected class. Employers must not discriminate against any employee when determining their salary rate and should use objective criteria to determine the pay range for each position.


It is the responsibility of employers to be transparent and provide employees with their pay range upon request. Ensuring that workers know their current salary rate can help protect them from potential wage theft and other forms of unfair compensation. Employers should also be sure to avoid giving different salary ranges to different employees, as this can lead to unequal pay and create an environment of inequity. Ultimately, providing honest and accurate information regarding the pay range of an employee’s job helps ensure a healthy working relationship between employers and their staff.

Ensuring You Have a Job Structure That Aligns With the Respective Levels of Work/Pay Scales

Ensuring You Have a Job Structure That Aligns With the Respective Levels of Work/Pay Scales

Having a job structure that aligns with the respective levels of work/pay scales is essential for any company. It is important to have a well-defined job structure in order to ensure that each employee receives the appropriate level of pay scale for the work they do. Having a clear job structure helps avoid any confusion or ambiguity around who should be getting what level of pay scale, and it can also help to streamline the process of making changes to the pay structure when needed. In this blog post, we will explore how to ensure you have a job structure that properly aligns with the respective levels of work/pay scales.

Define what your company is trying to achieve with its pay scale requirements

When setting up a pay scale, it is important to consider what your company is trying to achieve with this system. Are you trying to pay employees fairly and ensure their job roles are accurately reflected in the level of pay? Or do you need to create a more comprehensive system that will create different levels of pay based on different qualifications or skills? Your pay scale requirements should be designed to meet your specific organizational goals and objectives. Consider how the job structure and level of pay scale should work together to ensure your employees are compensated for the work they do and that your company is staying competitive in the market.

It is important to define the level of the pay scale for each job structure. For example, if there are three levels of pay within your job structure, you should be sure to assign a corresponding level to each job. This will ensure that employees are being paid fairly for their work, and it also allows for transparency in how pay is determined. It is also important to consider external factors when determining your pay scale requirements. This includes market forces such as competitive salaries, cost-of-living adjustments, and changes in the economy. All these factors should be taken into consideration to ensure your pay scale is accurate and fair.

Evaluate your current job structure

When evaluating your current job structure, the first step is to determine if you have the necessary roles in place and if they align with the respective levels of work/pay scales. Consider the responsibilities, tasks and qualifications associated with each role and whether they fit into the proposed job hierarchy. Additionally, assess the current performance of your employees and whether or not their current salaries are consistent with their job performance. Once you have assessed the current job structure, you can then move on to creating a new one that better aligns with the desired pay scale requirements.

Consider whether or not your job structure allows for growth and development for each employee. Does your job structure provide pathways for employees to advance and take on more responsibility? Does it provide opportunities to increase their salaries through promotions and other rewards? By considering these questions, you can ensure that you have a job structure that both meets the pay scale requirements and encourages employee growth.

Create a new job structure that aligns with the respective levels of work/pay scales

When creating a job structure that aligns with the respective levels of work/pay scales, it is important to first define the scope of the job roles and the corresponding level of pay scale. This is to ensure that each job role has the appropriate pay scale to match the expected level of work. To begin, identify and document the desired job roles and the applicable level of pay scale. This can be done in conjunction with a Human Resources team or through an independent third-party consultant.

Once the job roles and associated levels of pay scale are established, you can then create a job structure that assigns the corresponding responsibilities to each job role. It’s important to make sure that the assigned responsibilities accurately reflect the intended level of pay scale for each job role. A clear and detailed job structure should be developed that explicitly states the roles and responsibilities of each job role.

After creating the new job structure, it’s essential to review and adjust as needed. This review process can include gathering feedback from employees who may have been affected by the changes to ensure that the job structure is clearly understood and aligns with their expectations. After finalizing the new job structure, it’s also important to communicate the changes to your employees and answer any questions they may have.

Implement the new job structure

Once you have created a job structure that aligns with the respective levels of work/pay scales, the next step is to put it into action. The process for doing this will vary depending on the size and type of your organization. If your organization is large, then it may be necessary to form a task force or committee to ensure that the implementation goes smoothly.

The key to successful implementation is communication. You must communicate the new job structure to everyone in your organization. Make sure they are aware of the changes and understand how they will affect their roles and responsibilities. You should also provide any training and resources necessary to help them adjust to the new job structure.

It is also important to document all aspects of the job structure so that it is clear and consistent. This includes job descriptions, pay scales, rules and regulations, etc. Documentation helps ensure that everyone is on the same page and that the implementation process runs smoothly.

Finally, it is important to review and adjust the job structure as needed. As your organization grows and changes, you may need to make adjustments to ensure that the job structure still meets the needs of the organization. Make sure to regularly review the job structure and make any changes that are necessary.

Review and adjust as needed

Once you have implemented the new job structure that aligns with the respective levels of work/pay scales, it is important to review and adjust as needed. Assess employee feedback and work performance to determine if any changes should be made to the structure in order to ensure that it remains effective and beneficial for both the employees and the company. Additionally, pay scale requirements may need to be adjusted from time to time to remain competitive in the market. By ensuring that your job structure aligns with the respective levels of work/pay scales, you will be able to attract and retain top talent while providing your employees with fair wages.

The key to creating an effective job structure is having a good understanding of the company’s goals and objectives. With this knowledge, you can create a structure that reflects the company’s values while remaining competitive in the market. Through regular reviews, you can ensure that the structure continues to meet the needs of both your business and employees.

With an effective job structure in place, you can create an environment that is conducive to growth and success for both the company and its employees.

If you’re looking for an easy and efficient way to ensure that your company’s job structure is aligned with the respective levels of work/pay scales, SimplyMerit is the solution for you. With our innovative compensation and benefits software, you can streamline your pay structure and make sure that your employees are paid fairly for the work they do. Say goodbye to the headaches of manual job evaluations and salary adjustments, and hello to a more organized and transparent compensation process. Contact MorganHR today to learn more about SimplyMerit and how it can benefit your company.

The Surprising Importance of Knowing Your Job Title and Pay Scale History

When it comes to paying scale, it is important to know the job title and salary history of the employees you have worked with. Many people don’t realize that companies of all sizes are required to document this information during and after an employee’s employment, up to three years after they have left. In this blog post, we will discuss the surprising importance of knowing your job title and pay scale history.

Employers must document their employees’ job title(s) and salary history during and after their employment

Employers have a legal obligation to document their employees’ job title(s) and salary history while they are employed and up to three years after they leave. This includes keeping records of any promotions, pay increases or changes to the employee’s duties. Companies must also keep track of any changes in the employee’s pay scale, whether that includes bonuses, commissions, overtime pay, or other types of compensation. 

Knowing an employee’s salary history can be invaluable for future employers, so it is important for companies to document this information accurately and consistently. It is also important for employers to consider the potential legal implications that could arise from not properly documenting an employee’s salary history. Without adequate documentation, an employer could be accused of discrimination or unfair pay practices, which could result in costly lawsuits. 

By documenting an employee’s job title(s) and salary history, employers are able to ensure fair and equitable compensation for all their employees. Additionally, it serves as a record of an employee’s accomplishments and contributions to the company, which can be beneficial when considering promotions or raises.

Salary history is important for future employers

When applying for a new job, having an accurate salary history is essential. This will help ensure that the applicant is compensated fairly for the position they are seeking. Having an up-to-date job title and salary history will also give employers an idea of the applicant’s skills and experience level. By having this information readily available, potential employers can make an informed decision when considering a potential hire.

Having an accurate salary history is also beneficial for employees. If an employee is considering a new job opportunity, it is important to know what the industry standard pay is for the job title in order to ensure a fair wage. Knowing a salary history can also help employees negotiate better salaries or benefits when moving to a new job or advancing within their current role.

In conclusion, documenting salary history and job titles is important for both employers and employees. Employers need this information to make an informed hiring decision, while employees need this information to ensure they are being compensated fairly. Knowing one’s job title and salary history can help both parties during and after employment.

Documentation is important for legal reasons

Having your salary history and pay scale information documented is important for a number of legal reasons. Companies must be able to demonstrate that they are paying their employees at market value, and having an accurate salary history on file helps to protect against possible disputes or discrepancies. Documentation also ensures that the company is compliant with labor laws and regulations. Furthermore, keeping accurate records of salary history provides evidence of pay equity and fairness when it comes to equal pay for equal work.

Employees should also understand that, even after they have left the company, employers must keep their salary history documentation up-to-date for a period of up to three years. This means that, even if a former employee’s salary history is no longer on file with the current employer, they should still have accurate records of what was paid to them in the past. Having this information on hand can be beneficial when it comes to negotiating salaries with future employers. 

In fact, according to a recent study, 85% of employers view salary history as an important factor when considering job applicants, so it’s important that you are able to provide accurate information about your salary history and pay scale. By keeping an accurate record of your salary history, you can ensure that you are being paid a fair wage and that you are able to negotiate effectively when it comes to future employment opportunities.

Employees should know their rights when it comes to documentation

It is important that employees understand their job title, pay scale, and salary history. Documentation is important for legal reasons, as well as for future employers who may wish to review an employee’s history in order to make informed hiring decisions. Knowing the details of your job title, pay scale, and salary history can help you protect yourself from potential discrimination or unfair compensation practices.

If you have any questions about your job title, pay scale, or salary history, we recommend that you seek legal consultation to ensure that your rights are upheld. With the right guidance, you can be sure that you are getting the pay you deserve and that you are protected from any potential discrimination.

If you’re looking for an easy and efficient way to ensure that your company’s job structure is aligned with the respective levels of work/pay scales, SimplyMerit is the solution for you. With our innovative compensation and benefits software, you can streamline your pay structure and make sure that your employees are paid fairly for the work they do. Say goodbye to the headaches of manual job evaluations and salary adjustments, and hello to a more organized and transparent compensation process. Contact MorganHR today to learn more about SimplyMerit and how it can benefit your company.


SimplyMerit Vs Other Solutions Part 3 – Likelihood to Recommend & Product Going in the Right Direction?

Managing employee compensation is a crucial task for any business, and having the right tool can make all the difference. SimplyMerit is a leading compensation management solution that has been getting rave reviews from users, with a 96% score for likelihood to recommend on G2, one of the highest in the industry.


But what is it that makes SimplyMerit stand out from the competition?


For starters, the tool is designed with ease of use in mind. As one reviewer put it, “It was amazing to see how quickly our leaders picked up the tool and used it. Change management is hard enough as it is, so having a tool that made things simple made a world of difference for our teams!”


This ease of use is critical when it comes to managing employee compensation, as it allows managers to focus on making informed decisions, rather than getting bogged down in administrative tasks. SimplyMerit’s real-time data and ability to plan annual increases and other compensation rewards also make it a powerful solution for companies looking to stay competitive in today’s job market.


But SimplyMerit isn’t just easy to use, it’s also effective. 100% of reviewers believe the product is going in the right direction, an indication of SimplyMerit’s ability to help companies stay on top of employee compensation trends.


When comparing SimplyMerit to another popular compensation management solution, it’s clear that SimplyMerit comes out on top. The other solution received a 92% likelihood to recommend score and 93% of reviewers believed the product is going in the right direction. One of the reviewers mentioned “I wish that I had more control of the platform so that I wasn’t so reliant on my rep to assist with password changes, manager departure/changes/escalations/etc. I would have liked to have the ability for more self-service.”


If you’re tired of using clunky and outdated tools to manage employee compensation, it’s time to give SimplyMerit a try. The tool’s ease of use and effectiveness is sure to make a positive impact on your business. Schedule a demo today and discover how SimplyMerit can help you take control of employee compensation.


Compensation Conversations: 8 Simple Steps

The holidays and related festivities have concluded. It is the time for white sales, workouts, and resolutions. AND…it is the time of year for salary and performance conversations!

Let’s make this experience great for you and your employees. I recommend a simple 8-step checklist to set you and your employee up for a transparent, healthy conversation.


Step 1: Gather Competitive Information

Make sure you have the data you need – relevant and up-to-date competitive compensation data and other helpful information. Also, make sure you know your company’s complete rewards package. The base salary data out on the internet is just data. There needs to be perspective added to the conversation. Some data out there on the internet is completely and utterly unreliable. One company may pay a higher base salary but offer horrible insurance or no 401(k) contributions. Your HR leader can help you determine how base salaries are part of the entire mix of rewards and opportunities.

Step 2: Build Confidence

Your employee wants to believe in themselves and their ability to achieve their career goals. Ensure you know your employees’ career goals before discussing their compensation and performance. With this information, you can build a direct link of how their performance and new salary fit on their timeline to achieve their career goals. From your perspective, identify elements of their performance that help and those that may impede their plans. Your employee may have compensation goals to support their career and family plans. You may set what is realistic with your thoughts, and you should discuss these thoughts. Again, you are part of your employees’ career journey. Building their confidence may require sharing your perspective on the limits to achieving their goal in their current job, their current level of performance, or their timeline.

Step 3: Be Consistent

Every manager and employee expects fair, consistent, and compliant decisions. Build or buy the tools to make this easy. Salary ranges are helpful only if you have a solid job structure and core, well-written job descriptions for your foundation. Audit your decisions, be mindful of your biases, and stay within the salary increase guidelines. Connect with your HR partner to contrast your thoughts and recommendations to your company’s philosophy and the decisions made by other leaders.

Step 4: Show Concern

The compensation and performance conversation needs to focus on the future more than the past. Before the meeting, review the career paths the company has in place that may support your employee’s career goals. With this information, you can share your perspective on how the employee’s performance can shape their plans to achieve goals. Perhaps your employee believes their career will blossom in your company, yet you see a gap in what the company needs versus what the employee can offer. You may need to share that unless this company changes direction or grows faster, you may need to help your employee set realistic limits on their plans. You may need to help your employee with exposure versus salary or job growth. Your goal is not to hold onto someone, just to keep them forever. Your goal is to show concern and help shape their paths to their future when they are with you, even when your company may grow slower than your employee.

Step 5: Connect It All

Establishing a connection between the employees’ jobs, performance expectations, incentives, and the organization’s overarching goals is essential to ensure that every contribution is evident and valued. Bring job descriptions, your goals with your employee’s goals, and the latest financial reports. Aligning people’s expectations and rewards with the overall strategy will help create a purposeful environment that encourages motivation and productivity. Moreover, it will help build a sense of oneness and belonging among employees as they will understand their role in the company’s success. Connecting individual efforts to company achievements has proven to be effective in fostering a collaborative work culture where everyone is committed to achieving the same objectives. Aligning people’s expectations and rewards with the overall strategy is, therefore, key for any company that wishes to succeed.

Step 6: Instill Control

Most business plans begin with a gap or SWOT analysis followed by an action plan. The compensation and performance conversation is an excellent time for the same conversation. This meeting is a perfect opportunity to shape the future and strengthen the employee’s perspective of having control of their future. While feedback is clear on performance witnessed and demonstrated, and leaders and management decide compensation, you can empower your employee to shape themselves and their environments by asking more questions. Ask your employee to share thoughts about what they need or can do to improve and move forward. Solicit their views about the working environment and what has worked and should shift to bring about better results. Employees, all adults, aim to shape their futures. Help them to do just that.

Step 7: Communicate and Be Transparent

While the employee feels that your feedback is helpful and your advice for their career is valued, they want to know why their performance rating or salary is where it is and possibly lower than their expectations. Therefore, be ready to communicate and share it all. Be truthful and direct. Be clear and simplify your message so they can appreciate your thought process and what the company and you offer. At times, you may find that your employee is a great employee and ‘exceeds expectations, yet you may need to share that you will only justify a higher-level job once the company grows or demands increase. While the employee does a fantastic job, they may be paid higher in the salary range, but you may hold promotions or create new, higher-level jobs for a time. If this is true, explain. Always remember that honesty is the best policy.

Step 8: Motivate Curiosity

Finally, this part of the conversation brings it all together. Recap all that you both discussed, and share the highlights and thoughts that brought about new perspectives. In addition, affirm that the decisions are what they are and that you’re looking forward to a great year. Then, when the conversation feels finalized, bring out this last piece. Ask your employee if they have explored and tested their thoughts about their future. Maybe you know someone in your past that you’d like your employee to meet to ping their curiosity for their future. Suggest they check your LinkedIn to identify a colleague to meet with and that you would happily connect with them. Ask them to think about what questions they’d ask someone successful and who fulfilled a similar career aspiration. Suggest they meet with another colleague in the company for an exploratory interview. Ask them to consider doing this before your development conversations to follow soon on a future date. Stoke their curiosity to explore their future and related actions to achieve them. Be ‘that manager’ – the one they will remember forever and have a smile on their hearts when they reflect.

I hope every leader remembers that every interaction has an eternal reaction. These compensation and performance conversations are not to be dreaded. In fact, they are a fantastic opportunity to help every employee remember that your role is a leader, partner, and coach at this time to their incredible life’s journey.

SimplyMerit Vs Other Solutions Part 2 – Ease of Setup & Ease of Admin

When it comes to compensation management, companies have a variety of options to choose from. One popular solution is SimplyMerit, which has been receiving high praise from customers for its ease of setup and administration.


According to G2 results and customer reviews, SimplyMerit scores an impressive 95% for ease of setup, compared to 85% for another popular compensation management solution. 


Reviewers have noted that SimplyMerit’s documentation and tutorials made implementation a breeze, and that the team was always readily available to help when needed. In contrast, reviews for the other solution indicate that users may need to rely on the company’s team for configuration and may need to pay for additional professional service hours to learn about the system setup.


Similarly, when it comes to ease of administration, SimplyMerit again outshines the competition with a 94% score compared to 84% for the other solution. 


Reviewers have noted that SimplyMerit’s user-friendly design made training a quick and painless process, with only a handful of questions from managers. In contrast, the other solution’s reviewers have expressed a desire for more training on the administration side to allow for more independence in utilizing the system.


Overall, it is clear that SimplyMerit is a top choice for companies looking for a compensation management solution that is easy to set up and administer. Its user-friendly design and helpful documentation make implementation and training a breeze, allowing companies to focus on what’s really important: managing and rewarding their employees.

If you’re in the market for a compensation management solution that is both easy to set up and administer, SimplyMerit is definitely worth considering. With its high scores for ease of setup and administration, as well as positive feedback from satisfied customers, SimplyMerit is a top choice for companies looking to streamline their compensation process.


We encourage you to try SimplyMerit for yourself and see how it can benefit your company. With its user-friendly design and helpful documentation, you’ll be up and running in no time. Plus, with the team readily available to help with any questions or concerns, you’ll have the support you need to make the most of the system.


So, why not give SimplyMerit a try? Sign up for a free trial today and see how it can help your company manage and reward its employees more effectively. You’ll be glad you did!