Individual and organizational performance can be boosted by incorporating diversity, equality, and inclusion (DEI) into each step of the company decision-making process, including compensation. However, many organizations feel lost and don’t know how to begin the process of incorporating DEI into their company’s overall business plan. This guide from Decusoft will help to explain DEI and how it can impact compensation.
The latest compensation news, trends, whitepapers, and insights.
Most compensation teams still run their most important decisions through a once-a-year process, even though the conditions those decisions depend on never stop moving. Hiring, market shifts, retention risk, and internal equity gaps show up on their own schedule, not on the calendar your annual cycle was built around.
Performance and compensation are managed as two separate systems, run by two different teams, on two different calendars. Employees don’t see any of that. They see one question: did my work change my pay? When the answer is unclear, the entire performance cycle starts to look like ceremony, and the merit budget behind it gets spread further from where it was actually meant to go.
Most companies still run performance management the way they did twenty years ago. Managers write annual reviews, ratings go into
