In my 20+ years in business leadership, I’ve realised that the answer isn’t as straightforward as “the CEO” or “top executives.” While leadership roles often come with higher compensation, I’ve seen cases where high salaries for specific non-leadership roles have been justified and beneficial.
Here’s what I’ve learned about deciding who should be the highest-paid:⏬
▶️ 1. Impact Over Title:
The highest-paid individual should be the one who drives the most value for the company. Sometimes that’s the CEO, but it might be the head of engineering or a leading data scientist in certain tech companies.
▶️2. Retention of Unique Talent:
In some roles, the individual’s expertise is so niche that losing them would significantly set the company back. In these cases, paying a premium to keep that talent is justified.
▶️3. Leadership vs. Revenue Drivers:
While C-suite executives create strategy and direction, there are often specialised roles (like top sales executives or innovators in product development) that directly drive revenue and growth. Sometimes, their compensation reflects that impact.
▶️4. Aligning Pay with Company Goals:
The highest salary should align with the company’s long-term vision. If innovation is the main pillar, your leading innovator might deserve the top pay. If growth and partnerships are critical, a senior business development role may take the spotlight.
💡 Here’s a twist to consider: Should salary reflect the person’s contribution, or should it incentivise and project future potential? This perspective can shift pay structures significantly.
🔎 In summary, while CEOs often earn the most, the true answer lies in identifying and compensating the people who bring the most value to your business’s unique mission. – Ali Aydan
Ali Aydan: Who should have the highest salary in a company?
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