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Aug 2, 2020

Welcome to Best Boss Ever, the podcast dedicated to helping you develop managers who build great teams. In this episode, Kris Dunn talks about the issues with Managing Compensation Strategy in a Pandemic World with Ann Bares, his favorite industry compensation expert at Altura Consulting Group and writer at Compensation Force.

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On to the show (email subscribers, click here if you don't see the podcast player)...

Show Highlights:

2:00 - Ann talks about her transition from an undergraduate in social work to the world of compensation, where she found an affinity for quantitative methods.

5:30 - Ann and KD discuss what the transition looks like for companies on compensation strategy as we move from a 10-year expansion to the recession we’re already in.

8:00 - Ann talks about unevenness of the pandemic flavor of the recession - some companies are struggling, but some are expanding and thriving.

12:00 - Ann and KD discuss the most likely changes to cut for companies who are in pain from a compensation perspective - think prioritized skill set investments for reinvention, etc. Ann and KD also talk about how adjustments are being made to common components like annual increases, etc.

16:00 - Ann and KD talk about when across the board salary cuts might be reinstated in the marketplace.

17:41  - Ann and KD discuss how WFH changes the landscape of competing for talent from a compensation perspective - what's your pay market when a large % of your workforce is remote? Fluidity is a new reality.  Kris also focuses on the fact that flexibility for personal wants and needs related to WFH preferences creates a new standard for HR pros.

24:10 Ann talks about whether companies become less aggressive in benchmarking compensation vs the market in recessions. 

27:00 - Kris and Ann talk about whether there Is a brand of company out there that thinks of recessions as a great opportunity to pick up talent. How does their strategy differ from a defensive position on comp?

34:00 - Ann and KD talk about the federal unemployment benefit as part of the stimulus plan, and whether it discourages some people from returning to work. The conversation goes beyond that surface-level topic, as Ann and Kris discuss the 2nd and 3rd order consequences/impact of any comp program. KD notes that any difficulty finding needed labor may encourage companies slow to invest in area like automation to go "all in" at this point.

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Ann Bares on LinkedIn

Compensation Force

Altura Consulting Group

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