Let’s start off on the right foot

“If you really want to make a friend, go to someone's house and eat with him...The people who give you their food give you their heart.”–Cesar Chavez

The skinny

A recent survey revealed that 81% of organizations don't have a pay strategy that encompasses or is specific to remote employees.

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But what about that hip new policy I heard about?

What, pay localization? Marky Z. did signal that Facebook would introduce such policies that would adjust employees’ pay according to the cost of living/labor in their location and many followed his lead. 

How many?

A February survey found more than 60% use geography-based pay policies and 44% were modifying their policies in response to a full-time remote workforce.

Well, seems like peeps are hip to the know.

That was then. When the pandemic hit, many employees loaded their proverbial wagons and relocated to be closer to family or to escape big city hot spots. 

Sure, I remember that.

So, pay localization policies were birthed to accommodate the Oregon-trail-level relocation that happened in 2020. But now, a shortage of workers is leading employers to pivot, again, into a new approach.  

Explain.

Well, now that employees are winning the current game of chicken when it comes to remote work, employers are struggling on what their pay policies should be based on: location, internal benchmarks, or both.  

So, is there shrinkage ahead?

Facebook says yes. If you move from San Francisco to say, Fargo, then expect shrinkage in your paycheck.  

Won’t that put people off?

Like an ice-cold shower. Seeing your paycheck decrease significantly isn’t good for retention rates. So, many employers are rethinking, retooling, and going for salary portability instead.

What’s that?

It’s the perfect brunch situation: salty and sweet. It takes into consideration location, compensation survey data, and internal benchmarks to provide a competitive salary that hits all the important flavor notes.  

Ok, ok, so like bacon pancakes.

Exactly. The more comprehensive and intentional a remote pay structure is, the better. Where remote work and flexibility is now almost required to be competitive in today’s hiring market, so too are competitive and fair pay policies.  

Further reading: Why workers are ready to quit – and how to get them to stay.

Totes quotes: "There are many appropriate ways to structure compensation strategies to accommodate remote work and increased workplace flexibility, but the right solution is going to be unique to differentiate the organization in the bid for talent. What really matters though is that compensation programs are competitive, consistent, and fair." –Shelly Holt, Payscale CHR

The skinny

According to recent research, 45% of American workers feel their education became even more important for their growth in the past year.

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Why is that important?

Well, because offering college tuition or other educational benefits is hot hot hot rn. All the cool kids are doing it. 

Like who?

Amazon, Walmart, Chipotle, Target, Starbucks. It’s one of the best ways organizations are finding to attract much-needed workers right now. 

That’s pretty attractive.

Truly. Who wouldn’t want free college? But it’s a necessary step to convince workers to come to work in person and face the threat of delta.  

Sun + Water + Soil =

Growth opportunities. Many larger organizations want to nurture employees and help them grow their careers. A sound investment in this hiring frenzy, it just makes more sense to put all the eggs in retention strategy baskets.

Seems like.

And what’s more, these education benefits are targeting entry-level employees who may not have had the same access to education to begin with, which is huge. Good visibility, good cause.  

Cool cool cool cool cool.

Indeed. And another plus, education programs are proven to increase employee loyalty. This is a real win/win/win for everyone. Employers who invest in their workforce get smarter, stronger, more loyal employees who are agile and prepared for the future.

Further insight: Education benefits may also be increasingly popular because of their potential to tap into the psychology of workers, and evoke loyalty and dedication, especially after difficult pandemic working conditions and a massive spike in unemployment have caused apathy among many workers.

Fun fact: Walmart announced it would offer free college for all 1.4 million of its U.S. employees.

Totes quotes: “The psychological benefit of these workforce benefits is that people feel their employer wants to see some type of success for them, it’s like, ’My company cares about me because they’re willing to pay for my education.’” –Dr. Jill Buban, VP and GM of EdAssist

Further reading: How the shifting employee/employer power dynamic is impacting benefits.

The skinny

Telling personal stories helps lead to more trust in relationships.

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That’s not what I heard.

This isn’t your mom’s workplace. Although it was once believed that scrubbing notions of self from presentations and regulating emotions at all costs was key to be an effective leader. But that ain’t true anymore.

Really?

Really. In order to inspire people to follow you, sharing personal stories with vulnerability, humor, and humility allows audiences to see you as human and thus be inspired by you.

Seems a little messy.

Well, that’s fine. We tend to trust people who we believe are acting as their real selves. And hate to break it to you pal, but our real selves aren’t perfect and can be messy.  

Hmm.

Let me put it this way. Real selves = showing empathy. Increasing realness and humanity by sharing personal stories is one powerful way to build that trust.  

Is that natural?

It can take some practice. But luckily, connecting more personally in this way is a teachable skill. Try watching TEDTalks to get some inspo.

Totes quotes: “Research shows that when we think back on leaders who took time to build emotional resonance with us, our brains show increased positive emotion and social connection.” –Gia Storms, leadership coach.

For you: Take a break.

Now a break from the news… Time to get chonky! IT’S FAT BEAR WEEK, PEOPLE!

Compliance Corner Want to learn more about religious exemptions for the vaccine mandate?

Here’s something to…

• Consider: The pandemic made our work week longer.  
• Put in your FYI folder: Lots of people say they’ll quit over vaccination mandates. They won’t.
• Work out: Full-body cardio w/o jumping.
• Watch: Netflix and chill for Oct. 2021.
• Cook: Fall recipe playlists.
• Bookmark: 20 most-anticipated Latinx books of 2021.
• Follow: Mental health professionals to follow on Instagram.

Empathy Insights

Only 37% of white employees know about DEI programs.