Robert "RP" Beuerlein’s Post

Pay transparency gets a lot of airtime. People want to know what a job pays before they invest their valuable time in applying. After all, even the most incredible job in the world is not viable if it does not pay enough. As a recruiter for 28+ years, “How much does it pay?” is one of the most common questions I hear up front. But now, in HR circles, I’m hearing more and more about another concept: the salary floor. This is the baseline amount that every employee in a company will make. While it’s not exactly relevant to the pay of a specific position — after all, a contender for a management or leadership role doesn’t necessarily care about the salary floor — this metric is indicative of a company’s general talent economics and pay transparency values. As one excellent example that Worklife shared last month, the independent, nonprofit news agency 19th News, headquartered in Austin, has a salary floor of $70K in a market where the average journalist makes far less: $57K. Reading this, I think, “19th News is committed to paying talent well.” Important to publishing salary floors: revisit them periodically to ensure they align with cost-of-living increases. Otherwise, it’s all just lip service. #salaryfloor

💼 "Sorry, we can't give you a pay raise right now." 😰 Dread having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay raise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/4g29Hb8 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips

💼 "Sorry, we can't give you a pay raise right now." 😰 Dreading having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay raise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/3DY6lbZ 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips

💼 "Sorry, we can't give you a pay raise right now." 😰 Dreading having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay raise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/3DWSvqo 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips

You think people don't know what their peers are being paid. You're probably wrong. 83% of Gen Zers are comfortable sharing their salary. This is one of the key findings from USA Today's Blueprint survey: 💰 52% of participants believe salary transparency is helpful in attracting and retaining talent. 💰 58% think employers should take the lead in promoting salary transparency, while 29% think the responsibility lies with employees. Here's my belief. If you're doing the right thing, then you should have nothing to hide. Pay transparency will help close the wage gap, increase your ability to attract top talent, and retain people. The way pay works in most organizations can be confusing, even for members of the HR team who are responsible for communicating this information to employees. It doesn't have to be, which is why I created a course for Udemy on Navigating Pay Transparency Conversations. Participants will learn how to: ➡️ Get comfortable discussing pay with your employees and your manager. ➡️ Successfully advocate for pay adjustments for your team AND yourself. ➡️ Confidently discuss pay issues with your boss. For the next 5 days only, I'm offering this course at 50% off the regular price. That's about a $100 savings. Click below to take advantage of this offer. https://lnkd.in/etE53vEs Please share this post so that people in your network don't miss out! After all, everyone deserves to be paid fairly. #USATODAY, #paytransparency, #topvoice, #topvoices, #robertamatuson

Think pay transparency means exposing everyone’s salaries? Think again. Pay transparency does not mean broadcasting individual salaries for the world to see. It’s about clarity—inside and out. When done right, it builds trust, fairness, and a culture where employees feel valued. Pay transparency isn’t one-size-fits-all. It should align with your company’s strategy, values, and long-term goals. Here’s what real pay transparency looks like: ✅ Empowering Employees Employees should know how pay decisions are made and what they can expect. That means understanding: - The factors that shape their salary (experience, performance, market rates). - How promotions and pay increases work. - The salary range for their role and pathways for growth. When employees understand the "why" behind their pay, they feel valued and stay engaged. ✅ Attracting Top Talent Candidates want transparency. They ask: - Are salary ranges included in job postings? - Does this company pay at, above, or below market? - Are pay practices fair and equitable? Companies that share their pay philosophy upfront win the trust of job seekers and attract the best talent. 🚫 What Pay Transparency Is NOT - ❌ Publishing individual salaries (that’s not the goal). - ❌ Overloading people with unnecessary compensation details. - ✅ It’s about clarity, fairness, and consistency. Pay transparency isn’t about numbers—it’s about trust. When organizations communicate pay decisions clearly, they create loyal teams, stronger engagement, and a competitive hiring advantage.

💼 "Sorry, we can't give you a pay rise right now." 😰 Dreading having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay rise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/4gSwmI5 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips

I think we need to get serious about salary transparency. I still see postings on Linked in without this critical piece of information. I am surprised that in international education some institutions and orgazations are not doing this. Why are we making potential employees jump through hoops? Let’s only share positions with salary transparency. It’s the law in some states and a best practice in international education and cultural exchange. What do you have to lose? Whats to be afraid of. Do you think your current staff will be upset if they see a salary higher than the one they are earning. We can make this happen with the help of all of you and our Associations NAFSA: Association of International EducatorsThe Forum on Education Abroad WYSTC - The World Youth & Student Travel ConferenceAlliance for International Exchange. SHRM. It’s time.

💼 "Sorry, we can't give you a pay rise right now." 😰 Dreading having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay rise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/40wvO4W 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips

💼 "Sorry, we can't give you a pay rise right now." 😰 Dreading having to say these words to your team? You're not alone. We have gathered 13 real-world scenarios of pay rise conversations - from the ambitious high performer to the underpaid veteran. More importantly, we're sharing exactly how to handle each one. https://bit.ly/4ji2nv6 🎯 Here's the truth about salary discussions that most leaders miss: ✓ The conversation doesn't end at "no" ✓ Your best performers are often your most underpaid ✓ Alternative benefits can be just as valuable as cash ✓ Documentation without follow-through kills trust 💡 Check out our complete guide with practical scripts and strategies to master these crucial conversations. #leadershipchallenges #salarynegotiation #talentretention #managementtips