It’s easy to talk about fair compensation. Much harder to build a structure that proves it.
Over time, I’ve learned that fair pay isn’t just about salary bands or keeping people happy. It’s about showing genuine respect for your team’s contribution and building long-term trust.
Here’s what’s worked:
1. Look beyond your budget
If your pay is only guided by internal numbers, you’re likely behind. Regularly benchmark against the wider industry to stay competitive and credible.
2. Pay for impact, not just title
Job titles don’t always reflect true value. If someone’s moving the needle in a big way, that should be recognised in their pay, regardless of their role name.
3. Be transparent about how pay is decided
When your team understands how compensation works, you remove the suspicion and guesswork. Openness builds loyalty.
4. Review regularly, not reactively
Set regular reviews, don’t wait for people to raise concerns. Whether it’s market shifts or evolving responsibilities, pay should keep pace.
A simple truth:
Fair compensation isn’t always about bigger salaries. Sometimes, it’s flexible working, growth opportunities or health support. The point is, it should reflect what matters to your people.
How are you approaching fair pay in your business right now? – Ali Aydan
Ali Aydan: Fair Pay Starts with Clear Intent and Consistent Action
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