Accurate, relevant, and timely wage survey results help tremendously when effectively benchmarking your organization’s compensation structure. For many organizations, the task of participating in (or even sponsoring) a salary survey is tedious, and often time consuming.
Today is Astron’s 20th anniversary! We wanted to share our gratitude for all the support we’ve received from our clients and Astronology® readers over the years.
One of Astron Solutions’ popular consulting services is administering employee surveys. As we read through the many anonymous responses, we tend to see similar answers when it comes to the question of compensation, including:
“My pay is too low,”
“I do more than others in my department but make the same salary,” and
“I could work at (insert name of rival organization here) and make more money.”
This tells us, as compensation specialists, that employees are often in the dark when it comes to why they make their specific salaries, and what the term “compensation” fully means.
An early 2018 Glassdoor survey reported that close to 35% of hiring decision makers expect more employees to quit over the span of 2018 than they did in 2017.
This Astronology® , the third in our three-part series, examines non-profit executive compensation. In considering non-profit executive compensation, employers and Board have two primary legal concerns.
Harvey, Irma, Sandy, & Katrina. All four names have been associated with hurricanes that have hit various areas of the United States in recent years.
In a 2017 small business survey conducted by Justworks and Squarefoot, it was reported that less than half (44%) of employees felt that unlimited Paid Time Off (PTO) is important.
Without a prompt and visible response, even the best designed employee opinion survey or exit interview process will fall prey to employee cynicism.
O.C. Tanner reports that 69% of employees are more likely to stay with their places of employment for at least three years after a great onboarding experience.
In a recent national survey conducted by Bridge by Instructure Inc., 53% of employees believe that “engaging in workplace politics was a moderately important factor in being promoted.” Naturally, we all want to succeed.