After more than 20 years in leadership, I’ve learned that the answer to this question isn’t as simple as “the CEO.”
While senior roles often command higher pay, I’ve seen cases where specialists or key contributors earned more, and it made perfect sense for the business.
Here’s what stands out when deciding who should be the highest-paid in a company:
1. Value Beats Job Title
The person creating the most impact should be compensated accordingly. In a tech-driven business, that might be your top engineer. In a sales-focused company, it could be your highest performer.
2. Unique Talent Deserves Protection
If someone’s skills are rare and losing them would hurt your momentum, paying to retain them isn’t just fair; it’s smart.
3. Strategy vs. Execution
Leadership sets the direction, but execution drives results. A visionary CEO is key, but so is the person who brings in major deals or builds breakthrough products.
4. Pay Should Reflect What You Value
Compensation should align with your company’s goals. If innovation is your focus, pay the person leading that charge. If rapid growth matters, your top partnership builder might be your MVP.
Here’s a thought that challenges the usual thinking: Should salary reflect past contribution, or be used to fuel future performance?
The right answer isn’t fixed. It depends on your business, your goals, and who’s moving the needle the most.
Do you believe salary should reflect someone’s current impact, or their potential to shape the future of the company? – Ali Aydan
Ali Aydan: Who Really Deserves the Highest Salary in a Company?
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