Podcasts about employee compensation

13 Feb 2025. Dr. Trefor Murphy of Cooper Fitch has been looking at bonuses and payouts in the UAE and Saudi. Plus, we speak to the boss of Spinneys, after the supermarket’s 26% jump in pre-tax profit. And big IPO announcement from the CEO of Alpha Data, Fayez Ibbini.See omnystudio.com/listener for privacy information.

In this episode, I share a few things I'm thinking about putting in the brand new Therapy in the Great Outdoors SHOP for you. Weigh in on which ones you want to see offered in the TGO community at therapyinthegreatoutdoors.com.

Podcast Episode: Investing in Your Team | Employee Compensation, Recognition & Retention Strategies

Thanks to our Partners, NAPA TRACS, Auto-Fix Auto Shop Coaching, and Today's Class The transition from a traditional repair shop to a professional auto service center requires a commitment to professionalism, continuous education, and a people first approach. Join industry business coaches Cecil Bullard, Vic Tarasik, and Dave Schedin as they break down how to transform your auto repair shop into a professional service center that stands out and delivers exceptional value to your employees and clients. Cecil Bullard, President of the Institute for Automotive Business Excellence. Cecil's previous episodes HERE. Vic Tarasik, CEO of Shop Owner Coach. Vic's previous episodes HERE. Dave Schedin, CompuTrek Automotive Management Systems. Dave's previous episodes HERE Show Notes Watch Full Video Episode Institute Summit, February 6th-8th, 2025, in Amelia Island, Florida: https://www.wearetheinstitute.com/summit Significance of Professionalism (00:02:44) Transitioning to a Professional Service Center (00:03:24) Perception of Value in the Industry (00:04:11) The Importance of Trust and Knowledge (00:06:16) Subjectivity of Professionalism (00:08:15) Circumstantial Professionalism (00:09:19) Investing in Training (00:11:29) The Role of Profitability (00:12:52) Continuous Improvement (00:13:25) Customer Expectations (00:14:39) Self-Care for Service Providers (00:16:41) Shop as a Living Entity (00:18:08) Training for Automotive Teams (00:20:55) Labor Rate Considerations (00:21:54) Understanding Business Responsibilities (00:22:00) Liability in the Automotive Industry (00:23:50) Insurance and Certification Issues (00:25:06) Employee Compensation and Profitability (00:26:09) Generational Challenges in Workforce Management (00:26:30) Professionalism in the Industry (00:27:17) Government Regulation Predictions (00:28:58) Self-Discovery Through Questions (00:29:36) Reframing Expenses as Investments (00:30:33) The Importance of Continuous Learning (00:35:40) Perceptions of Professionalism (00:39:07) Perspective on Growth (00:41:38) Humility in Business (00:42:21) Value of Professionalism (00:44:24) Mindset Shifts in the Industry (00:47:08) Abundance vs. Scarcity Mindset (00:48:28) Addressing Technician Shortages (00:51:34) Top Shops and Recruitment (00:54:14) Thanks to...

Many agency owners reported in 2024 that one of the best things about their agencies are their employees. Despite continued biz dev struggles and slow sales cycles, agency owners have had a hard time shrinking their teams because they just love them that much. So, this week, let's talk about some of the ways we can think about agency employee compensation more holistically to show them our gratitude and continued support. Agencies continue to be really competitive environments, and many of our best employees will inevitably be approached by recruiters and other agencies at some point in their careers. And the best way to keep them around is through their compensation packages. But these shouldn't just be about high salaries and bonuses. While important, that's just the tip of the iceberg in showing our gratitude and support to our employees. In fact, the most impactful forms of compensation come from deeply knowing and respecting your team, and showing your personalized gratitude for their efforts and commitment to your agency. Join me on this week's solocast to dig a little deeper in how we can really get thoughtful about how we compensate our employees, not just with more money, but investing in their continued growth and your personal relationship with them. A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. In This Episode: Looking at agency employee compensation not as an obligation, but something you do out of gratitude Using raises as a reward for employees adding more value to the agency Giving bonuses or profit sharing to celebrate hitting monthly or quarterly goals as a team How a good benefits package gives you a competitive advantage against other agencies Personalized perks and thank-yous to reward individuals go a long way How to know when one of your employees has gone above and beyond Spending time getting to know your employees and caring for those personal relationships Develop your compensation philosophy based on your goals and values

In this episode of The Modern Hotelier, hosts David Millili and Steve Carran sit down with Tate Hackert, founder and president of ZayZoon, to discuss earned wage access and financial empowerment in the hospitality industry. Hackert shares his entrepreneurial journey from small-town beginnings to revolutionizing employee pay access, along with insights on business growth and workplace benefits.Key Topics:How did ZayZoon transform from a manual loan service into a comprehensive fintech platform? What new features are planned in ZayZoon's rewards and recognition tools? How can earned wage access benefit both employees and employers in the hospitality industry? How does ZayZoon's integration with payroll providers work?Join the conversation on today's episode on The Modern Hotelier LinkedIn pageThe Modern Hotelier is produced, edited, and published by Make More MediaLinks:LinkedIn: https://www.linkedin.com/in/tate-hackert/ZayZoon: https://www.zayzoon.com/For full show notes head to: https://themodernhotelier.com/episode/110Follow on LinkedIn: https://www.linkedin.com/company/the-...Connect with Steve and David:Steve: https://www.linkedin.com/in/%F0%9F%8E...David: https://www.linkedin.com/in/david-mil...

In this episode of "Right About Now," host Ryan Alford welcomes guests Brianna Hall and Chris Hansen for a lively discussion on the cultural significance of college football and the growing impact of media censorship. Ryan kicks off by sharing his excitement for the upcoming college football season, especially Clemson University's games. Brianna and Chris delve into the sport's deep-rooted passion in the South, exploring how it shapes regional identity. The conversation then shifts to Mark Zuckerberg's recent revelations about government pressure on content moderation, sparking a broader discussion on the implications of media censorship for both the public and businesses. The episode wraps up with a call for listeners to critically engage with the media they consume.TAKEAWAYSCultural significance of college football, particularly in the Southern United States.Personal anecdotes related to college football and its impact on social events.The business aspects of college football, including financial implications for players and institutions.Discussion on media censorship and its effects on information dissemination.Mark Zuckerberg's admissions regarding content moderation on social media platforms.The consequences of suppressed information during the COVID-19 pandemic.The relationship between media censorship and business operations, especially in advertising.Trends in the real estate market, including rising home prices and market cancellations.The impact of housing affordability on employee satisfaction and work ethic.Changing attitudes toward work and employee expectations across different generations.TIMESTAMPSIntroduction to the Episode (00:00:00)Ryan Alford introduces the podcast and sets the tone for the episode.Welcome and Guest Introductions (00:00:23)Ryan welcomes Brianna Hall and Christopher Hansen, discussing the excitement of the upcoming college football season.College Football Excitement (00:01:00)Ryan shares his enthusiasm for college football, reflecting on personal fandom and expectations for Clemson.Cultural Significance of College Football (00:03:55)The guests discuss the serious nature of college football in the South and its impact on social events.Business of College Football (00:04:02)Ryan highlights the financial aspects of college football and how players are now compensated differently.Censorship in Sports and Media (00:04:31)Discussion on the implications of paying college athletes and the need for regulation in the evolving landscape.Mark Zuckerberg's Admission (00:08:00)Ryan talks about Zuckerberg's recent letter acknowledging censorship pressures during the COVID-19 pandemic and the election.Impact of Censorship on Information (00:10:09)Christopher expresses frustration over censorship during COVID and its potential consequences on public knowledge.Political Implications of Censorship (00:11:08)Ryan discusses how censorship could have influenced the 2020 election and the importance of transparency.Media's Role in Censorship (00:12:31)The hosts question the motives behind media censorship and the implications for public trust.Change in Media Landscape (00:14:09)Ryan and Christopher discuss the shift in media narratives and the challenges in discerning truth from conspiracy.Responsibility of Media Platforms (00:15:54)The conversation addresses the responsibilities of media platforms in reporting factual information without bias.Division in Media Narratives (00:17:12)Discussion on how media narratives often create division and the necessity for a more balanced perspective.Censorship Experiences (00:19:01)Ryan shares personal experiences with censorship on social media platforms regarding the Second Amendment.Business Implications of Censorship (00:20:01)Ryan explains how media censorship can affect businesses, emphasizing the importance of independent platforms.Real Estate Market Overview (00:22:20)Discussion on the collapse of home deals due to high prices and election uncertainty.Personal Real Estate Experience (00:23:38)Ryan shares his experience selling a house with significant price appreciation over ten years.Concerns About Housing Prices (00:24:47)Discussion on whether skyrocketing housing prices are beneficial for the community.Impact of Censorship on Business (00:25:07)Concerns about employees' ability to afford homes affecting business stability.Miami Real Estate Insights (00:25:51)Christopher discusses Miami's real estate market and new developments in foreclosure.Kamala Harris's Housing Plan (00:26:51)Mention of Kamala Harris's proposal to build 3 million new housing units.Affordable Housing Crisis (00:27:21)Discussion on the shortage of affordable housing and its implications for buyers.Homeownership Challenges (00:27:34)Challenges faced by individuals looking to buy homes in today's market.Income vs. Housing Prices (00:28:18)Debate on whether incomes have kept pace with rising housing prices.Chinese Investment in Real Estate (00:29:19)Concerns about Chinese companies purchasing land and housing in the U.S.Land Purchases Near Military Bases (00:30:50)Discussion on the implications of foreign ownership of land near military installations.Generational Work Attitudes (00:31:10)Comparison of sick leave usage between Gen Z and Baby Boomers.Post-COVID Work Culture Shift (00:32:36)Discussion on changes in workplace attitudes towards health and attendance post-COVID.Flexibility in Work Environments (00:33:09)The importance of flexibility in work to reduce unnecessary sick days.Work Identity and Culture Shift (00:34:55)Exploration of how employee loyalty and work identity have evolved over time.Company Culture and Worker Loyalty (00:36:16)Discussion on the changing dynamics of employee loyalty and company culture.Inflation's Effect on Business (00:39:00)Impact of inflation on business operations and employee incentives.Disillusionment with Employment (00:40:26)Concerns about employee disillusionment regarding long-term care and retirement benefits.Final Thoughts and Sponsorship (00:41:03)Closing remarks and promotion of the show's sponsor. If you enjoyed this episode and want to learn more, join Ryan's newsletter https://ryanalford.com/newsletter/ to get Ferrari level advice daily for FREE. Learn how to build a 7 figure business from your personal brand by signing up for a FREE introduction to personal branding https://ryanalford.com/personalbranding. Learn more by visiting our website at www.ryanisright.comSubscribe to our YouTube channel www.youtube.com/@RightAboutNowwithRyanAlford.

Thanks to our Partner, NAPA Autotech"Diagnosing the Aftermarket A to Z," podcast host Matt Fanslow and guest Bryan Pollack, "The Beast from the East," explore "sweat equity" in the automotive repair industry. They discuss the dedication technicians invest beyond regular hours, contributing to personal growth and shop success. They emphasize mentorship, financial awareness, and community involvement, highlighting how these factors create a positive workplace culture and enhance both personal and professional development.Discussion on Vintage Tools (00:01:07) Importance of Sweat Equity (00:06:21)Impact on Business Reputation (00:07:52)Long-Term Effects of Physical Demands (00:09:54)Experience with Difficult Repairs (00:12:41)The Importance of Understanding Problems (00:14:53)Sweat Equity in Business (00:15:39)Cinematic Parallels (00:16:10)Employee Compensation and Business Success (00:16:44)Owner vs. Employee Success (00:17:53)Risk of Ownership (00:18:58)Arbitrary Salary Ceilings (00:21:07)Business Pillars and Employee Value (00:22:43)Culture and Treatment of Employees (00:25:10)The Danger of Focus on Money (00:26:04)Living Costs and Compensation (00:27:57)Job Satisfaction Over Salary (00:28:10)Sweat Equity and Career Growth (00:29:25)Perception of Self-Employment (00:30:00)Understanding Sweat Equity (00:30:41)Intangible Benefits of the Workplace (00:30:57)Financial Awareness in Spending (00:31:13)The Cost of Beverage Choices (00:31:55)Toolbox Spending Habits (00:32:24)Understanding Perspectives on Spending (00:33:19)The Value of Previous Employees (00:34:15)Ego and Hiring Practices (00:36:23)Negativity and Work Culture (00:39:06)The Importance of Grace and Honesty (00:42:33)Training Young Employees (00:44:24)Hiring Challenges (00:46:14)Unrealistic Job Requirements (00:47:08)Workplace Atmosphere Importance (00:48:24)Financial Growth and Spending Habits (00:49:26)Profit Sharing and Employee Engagement (00:52:11)Future Aspirations of Employees (00:52:49)Thanks to our Partner, NAPA Autotech napaautotech.com Email Matt: mattfanslowpodcast@gmail.comDiagnosing the Aftermarket A - Z YouTube Channel HEREAftermarket Radio Network: https://aftermarketradionetwork.com/

Thanks to our Partner, NAPA Autotech"Diagnosing the Aftermarket A to Z," podcast host Matt Fanslow and guest Bryan Pollack, "The Beast from the East," explore "sweat equity" in the automotive repair industry. They discuss the dedication technicians invest beyond regular hours, contributing to personal growth and shop success. They emphasize mentorship, financial awareness, and community involvement, highlighting how these factors create a positive workplace culture and enhance both personal and professional development.Discussion on Vintage Tools (00:01:07) Importance of Sweat Equity (00:06:21)Impact on Business Reputation (00:07:52)Long-Term Effects of Physical Demands (00:09:54)Experience with Difficult Repairs (00:12:41)The Importance of Understanding Problems (00:14:53)Sweat Equity in Business (00:15:39)Cinematic Parallels (00:16:10)Employee Compensation and Business Success (00:16:44)Owner vs. Employee Success (00:17:53)Risk of Ownership (00:18:58)Arbitrary Salary Ceilings (00:21:07)Business Pillars and Employee Value (00:22:43)Culture and Treatment of Employees (00:25:10)The Danger of Focus on Money (00:26:04)Living Costs and Compensation (00:27:57)Job Satisfaction Over Salary (00:28:10)Sweat Equity and Career Growth (00:29:25)Perception of Self-Employment (00:30:00)Understanding Sweat Equity (00:30:41)Intangible Benefits of the Workplace (00:30:57)Financial Awareness in Spending (00:31:13)The Cost of Beverage Choices (00:31:55)Toolbox Spending Habits (00:32:24)Understanding Perspectives on Spending (00:33:19)The Value of Previous Employees (00:34:15)Ego and Hiring Practices (00:36:23)Negativity and Work Culture (00:39:06)The Importance of Grace and Honesty (00:42:33)Training Young Employees (00:44:24)Hiring Challenges (00:46:14)Unrealistic Job Requirements (00:47:08)Workplace Atmosphere Importance (00:48:24)Financial Growth and Spending Habits (00:49:26)Profit Sharing and Employee Engagement (00:52:11)Future Aspirations of Employees (00:52:49)Thanks to our Partner, NAPA Autotech napaautotech.com Email Matt: mattfanslowpodcast@gmail.comDiagnosing the Aftermarket A - Z YouTube Channel HEREAftermarket Radio Network: https://aftermarketradionetwork.com/

Does this sound familiar? I'm struggling to grow my cleaning business, despite putting in all the hard work and effort! You've probably been told to focus on getting more clients, but that hasn't brought the results you expected, leaving you frustrated and wondering what you're missing out on. It's time to shake things up and discover the real strategies that will lead to sustainable growth and improved employee retention in your cleaning business. In this episode, you will be able to: Uncover effective strategies for small business growth in the cleaning industry, propelling your business to new heights. Discover powerful employee retention strategies specifically tailored to the cleaning industry, ensuring a dedicated and motivated workforce. Explore the impact of minimum wage on janitorial businesses and learn how to navigate and thrive in this changing landscape. Embrace the importance of employee training in janitorial services, empowering your team to deliver exceptional results. Navigate the challenges of hiring in the commercial cleaning industry and unlock the secrets to building a reliable and skilled team. My special guest is Blake Dozier Blake Dozier, the founder of On Point Building Services, brings close to a decade of industry experience to the podcast. Based in Virginia Beach, Virginia, Blake's practical insights are informed by his hands-on approach to managing a successful small business in the commercial cleaning sector. His expertise in employee retention strategies, sustainable business growth, and the complexities of hiring in the industry provides a well-rounded perspective for small business owners seeking to elevate their operations. With a focus on employee welfare and internal advancement opportunities, Blake's knowledge offers actionable strategies for achieving small business success in the cleaning industry. The key moments in this episode are: 00:00:01 - Small Business Statistics in America 00:01:08 - Introduction to Beyond Clean with Ace 00:01:28 - Reflection on Business Milestones 00:06:08 - Factors for Business Growth 00:09:50 - Employee Referral Programs 00:16:09 - Employee Compensation and Online Recruitment 00:18:23 - Turnover Rates and Retention 00:19:44 - Life Circumstance Turnover 00:22:08 - Factors Influencing Turnover 00:30:33 - Firing Customers and Partnership Mentality 00:32:39 - Janitors' Pay Rates 00:34:42 - Pay Structure and Legal Concerns 00:37:13 - Factors Affecting Pay Rates 00:43:08 - Importance of Training and Culture 00:48:14 - Parting Words   You can find the report from this podcast here from Tradepress Media Building Service Contractor Frontline Labor Report  Connect with Blake Dozier on Linkedin Contact On Point Commercial Cleaning Services here.     WEBSITES ================================== ROCK STARS OF CLEANING: https://rockstarsofcleaning.com/ ACADEMY OF CLEANING EXCELLENCE: https://academyofcleaning.com/ SOCIAL ============================ PODCAST: https://beyondcleanwithace.podbean.com/ FACEBOOK: https://www.facebook.com/AcademyofCle... TWITTER: https://twitter.com/rockstarsclean INSTAGRAM: https://www.instagram.com/academyofcl... TIKTOK: https://www.tiktok.com/@academyofclea... ============================ #safe #healthy #cleaning #academyofclean #rockstarsofcleaning  

1.) MSP Question of The Week Employee Compenstion--How much is too much or too little? --- 2.) Notes on The News  Amy blog article – Financial Crimes Enforcement Network article Linkedin: https://nsitsp.org/news/financial-crimes-enforcement-network/ --- 3. Strategies for Local Businesses in Local Market  Tip and tricks for Local Businesses looking to network in their local market.  We also talk the pros and cons of radio, billboards, and even local team sponsors.  — Our upcoming events and more: MASTERMIND LIVE – Tampa, FL – June 27-28th http://bit.ly/kernanmastermind Use “EARLYBIRD” as the coupon code to save $200! Check out Amy's weekly newsletter!  Sign up now: https://mailchi.mp/thirdtier/small-business-tech-news Kernan Consulting “Weekly Tips”!  Sign up now: https://kernanconsulting.com/  Our Social Links: https://www.linkedin.com/in/james-kernan-varcoach/ https://www.facebook.com/james.kernan https://www.facebook.com/karlpalachuk/ https://www.linkedin.com/in/karlpalachuk/ https://www.linkedin.com/in/amybabinchak/ https://www.facebook.com/amy.babinchak/ https://thirdtier.net https://www.youtube.com/@ThirdTierIT — Sponsor Memo: Huntress Today's SMB Community Podcast is brought to you by Huntress Managed Security. Cybersecurity is more than software—it's also the expertise needed to effectively fight against today's evolving threat landscape. Huntress Managed Security is custom-built to provide human expertise and save your clients from cyber threats. Huntress' suite of fully managed cybersecurity solutions is powered by a 24/7, human-led SOC dedicated to around-the-clock monitoring, expert investigation, and rapid response. While you focus on growing your business, we provide first response to hackers. Huntress has the #1 rated EDR for SMBs on G2 and a partner support Satisfaction score average of 99%. To start a trial today, visit https://huntress.com/karl

This episode of 'This Week in NoCode' features an insightful conversation with JJ Englert, David Pal, and their guest, Jeff Roberts, founder of Outseta. Jeff discusses his journey and Outseta's mission to empower no-code developers by simplifying backend integrations for SaaS and membership platforms. The episode dives into Outseta's unique employment model and equity distribution, aiming to attract and retain talent by aligning with their entrepreneurial spirit.00:00 Introduction: The Future of No-Code Development00:30 Welcoming Jeff Roberts, Outseta's Founder01:15 The Genesis of Outseta and Its Mission04:00 Outseta's Unique Approach to Employee Compensation and Equity10:50 Challenges and Rewards of Building a Bootstrapped Platform22:30 The Importance of Opportunity and Mentorship in Tech35:20 Jeff's Vision for the Next Seven Years at Outseta40:45 Closing Thoughts: The Long-Term Commitment to Building a StartupOutseta: https://www.outseta.com/ Geoff Roberts: https://twitter.com/GeoffTRoberts NoCode Alliance: https://nocodealliance.org Studio NoCode: https://studio-nocode.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/this-week-in-nocode/message

In this episode, I welcome Arron Bennet, author of the book "Cyber Growth: Mastering Growth Strategies for Scaling Your Cybersecurity Business." This book presents an essential guide for cybersecurity companies eager to enhance their growth and profitability with unmatched efficiency.Arron's Inspiring Journey:From Down Under to Top Entrepreneur: Originating from Australia, his journey is nothing short of remarkable. Initially diving into the world of business with Bennett Financials as a side hustle, he transformed it into a leading consultancy, proving his entrepreneurial prowess.Evolution of Bennett Financials: What began as a bookkeeping service evolved into a comprehensive suite offering tax planning, preparation, and CFO services, underscoring Arron's strategic adaptability and vision.Diving Deep into "Cyber Growth":Why Cybersecurity?: The book's was inspired by Arron's own experiences and the realization that cybersecurity firms consistently encountered similar growth challenges. This led to a focus on developing a specialized growth blueprint for this niche market.Impactful Conferences & Real-Life Success Stories: He shares exhilarating moments from speaking engagements, including a notable cybersecurity conference in Phoenix, highlighting the book's resonance within the industry.Key Insights & Strategies:Revolutionizing the CFO Role: Arron introduces a modern take on the CFO's role in cybersecurity businesses, emphasizing strategic planning and comprehensive data analysis to steer growth.Custom-Tailored KPIs: The book meticulously outlines vital KPIs for cybersecurity businesses of varying sizes, offering clear, actionable insights for scalable success.Employee Compensation & Engagement: He delves into innovative strategies for incentivizing employees, fostering a culture of ownership, and significantly reducing churn.Towards a Lucrative Exit:Exit Planning Excellence: Arron shares exhilarating success stories, including guiding companies to 25X multiples, showcasing the power of strategic financial planning and execution.About our Guest:Arron Bennet is the CEO of Bennett Financials and author of the book "Cyber Growth: Mastering Growth Strategies for Scaling Your Cybersecurity Business."You can learn more about his work at:Arron's LinkedInhttps://www.bennettfinancials.comAbout Your Host:  Paul G. McManus is an accomplished author and expert in helping financial professionals grow their businesses. With over eight years of experience working exclusively with financial professionals, Paul has helped his clients generate tens of millions of dollars in fees and commissions.Claim your free audiobook copy at: www.theshortbookformula.comSupport the show

In today's episode, we're recapping this week's highlights. We're revisiting the prospect process with Monday's guest, John Barron, and the importance of educating prospects and highlighting an advisor's unique value to avoid commoditization. In addition, we're recapping employee compensation and how both employees and employers can navigate through that process, as well as the recommendation for employees to focus on becoming indispensable.   Resources in today's episode: - Episode Website - Creating a Prospect Process that Works with Guest John Barron - How To Negotiate Your Pay

In this episode of the Director's Club, Noelle delves into the often overlooked value of employee benefits beyond the paycheck. She shares insightful strategies on how childcare center directors can effectively communicate the full scope of their benefits package to their team, ultimately leading to improved morale and reduced turnover rates. Join us as we explore the importance of understanding and quantifying the total value of benefits, and the impact of transparent communication in enhancing employee satisfaction. Tune in as Noelle provides valuable tips for center directors to maximize the potential of their benefits package and invest in their team's future.Let's connect:www.thedirectorsclub.netCommunity:Join my FREE Facebook group and connect with other directors and me as we navigate leading a child care center together!  FB Group Child Care Center Owners and DirectorsSocials:Facebook page, The Director's ClubInstagram, The Director's ClubWORKING WITH NOELLE AND THE DIRECTOR'S CLUB:The ClubDiscover more about The Director's Club, a mastermind group designed for child care center directors who seek support and expert guidance to maintain high-quality early education centers.   LEARN MORE ABOUT THE CLUB HEREThe Teacher's LoungeDo you want to enhance your teachers' confidence in the classroom through a mentoring program tailored to their needs? Look no further than The Teacher's Lounge, a dedicated mentoring department that you've always wanted for your child care center. Don't hesitate, visit us now to learn more HERE   

Welcome back to Business Unfiltered with Mercer and Jeff Sauer today's topic is Employee Compensation Strategies 0:00: Mercer and Jeff discuss employee compensation strategies with a 360 view. 0:56: Compensation plans and their importance in business. Mercer shares stories of compensation plans gone wrong, highlighting the importance of careful planning to avoid unintended consequences. Jeff recounts his experience with a poorly structured comp plan as a minority owner in his agency, emphasizing the need for fair market value and added value to the organization. Jeff explains how sales bonuses work in his company, where he earns a percentage of the revenue above his salary threshold. Sauer's bonus structure incentivizes him to continuously sell more, with escalating percentages for higher sales amounts. 5:11: Sales compensation strategies and moving goalposts. Jeff shares his experience with a bonus structure that led to a moving goalpost, where the target kept increasing after being exceeded. Mercer agrees that the goalpost moving phenomenon is common in sales roles, where the focus is on commission-based income. Mercer also shares his experience in a non-sales role, where he found that salespeople were better compensated despite having a similar job function. 7:54: Sales compensation plans and their variations. Mercer describes his experience with a commission-based sales job, where they had to sell $20,000 to cover their $2,000 draw and could earn higher commissions above that threshold. He notes that managing salespeople with high targets can lead to demotivation, as it may be difficult to repeat past successes and maintain that level of performance. He discusses compensation plans for salespeople, including base salary, draw, quota, and bonus plans. Jeff highlights similarities and differences between various compensation plans, emphasizing terminology and outcome. 12:19: Commission-based sales structures and their challenges. Jeff shares his experience with 100% commission-based sales, noting that it can be risky for both the salesperson and the employer. He emphasizes the importance of having a threshold for bonus plans, based on revenue and profit rather than just revenue. 14:36: Compensation plans for business growth. Jeff emphasizes the importance of budgeting and adjusting comp plans based on sustainable revenue growth. Sauer's agency prioritizes recurring revenue and adjusts comp plans accordingly, with a focus on incremental business. Jeff and Mercer discuss the importance of revenue and profit in business, and how it can be challenging to measure and incentivize these metrics as the company grows. Mercer highlights the need to consider various aspects of compensation, including salaries, bonuses, and benefits, to attract and retain the right team members. 19:23: Employee compensation strategies and team member motivation. Mercer reflects on a team meeting where members were not future-focused on retirement savings, but were open to compensation strategies like 401k matching. He implements a company matching 401k program to help team members save for retirement, with the goal of providing additional compensation. He reflects on his experience with company matching for 401k and other benefits, noting that it's not necessary to have a lot of money to offer compelling incentives. Mercer emphasizes the importance of understanding what motivates individual team members, whether it's stability or the potential for growth and risk-taking. Mercer says mistakes made with comp plans include paying too much too fast, raising salaries too fast, and lack of core motivation among team members. Adjusting comp plans based on team member motivation and company growth is crucial for success. 25:21: Employee motivation and comp plans. Jeff discusses motivation, bonuses, and organizational culture in a business setting. Jeff highlights the importance of understanding employer costs beyond salary, including benefits and taxes. 28:24: Employee compensation strategies based on role and individual motivations. Jeff agrees that figuring out people's motivations in the majority can make compensation plans better. Sauer customizes compensation plans by role and person, taking into account individual preferences for stability and upside. Mercer discusses customizing compensation plans based on role, not individual performance. Jeff emphasizes the importance of role-based compensation and the overall comp plan, rather than just individual performance.

Sedgwick County Commission Chairman Pete Meitzner joins us every Tuesday on Steve and Ted in the Morning.  Meitzner says retaining good employees can be difficult for the government as well as in the private sector.

In this episode we dive into a topic that resonates with all of us: salary negotiation. I'm your host, Allen Plunkett, and joining me on this episode are three remarkable guests, Amy Ancira from HireBetter, Keld Jensen from Thunderbird School of Global Management, and Rinkan Patel, a friend and seasoned professional with expertise spanning various industries. In this episode, we explore the art of negotiation from different angles. Amy kicks off the discussion by shedding light on the importance of creating safe spaces for open conversations between employees and employers. Keld Jensen, drawing from his extensive negotiation experience, shares invaluable insights on transforming negotiation from a confrontational win-lose scenario to a collaborative venture where both parties gain asymmetric value. Rinkan Patel, in his dual role as a hiring manager and a candidate, emphasizes the significance of preparation, realistic expectations, and recognizing various levers of compensation in negotiation. The conversation also touches on the evolving landscape of remote work and the challenges it presents for both employers and employees. So, if you're looking to understand the dynamics involved before you walk into that negotiation, you won't want to miss this insightful episode. Remember, negotiation isn't a conflict; it's a collaboration where both sides can find value and achieve their goals. Thanks again for listening to Rewired Mind. Allen   Allen Plunkett website | Allen Plunkett LinkedIn Amy Ancira LinkedIn Keld Jensen website | Keld Jensen LinkedIn Rinkan Patel LinkedIn

Our podcast is designed to provide you with top business insights, fresh perspectives from world-class guests, and the tools you need to lead better than before. Tony brings you the national days for the next week, celebrity birthdays, and Sally Loftis joins us to talk about employee compensation strategies and the latest data and trends of where this is going. Sally is a worldwide expert and you don't want to miss this great conversation today! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Nina Hershberger talks with Dr. Charles DeBettignies about the concept of gainsharing, a method of compensating employees based on the company's overall performance. Dr. Chuck has worked with over 400 service and manufacturing corporations to implement gainsharing, with impressive results. He has a doctorate in the field and has worked with major companies like ConAgra Foods, RCA, and PPG.Gainsharing is a system that aligns the goals of the employees with the goals of the company. It ties employees' pay to the overall outcome of the company, creating a game-like environment where everyone is focused on achieving the same result. Dr. Chuck explains that when employees see their pay directly linked to the company's performance, they become more engaged and motivated to contribute to the overall success.During the interview, Dr. Chuck uses the example of a dental office to illustrate how gainsharing can be implemented in various industries. He explains that by offering additional services to clients, such as teeth whitening, employees can improve revenue and benefit both the company and the clients. He emphasizes the importance of clear communication and training to ensure that employees feel comfortable offering these additional services and understand their benefits.Dr. Chuck distinguishes gainsharing from profit sharing, highlighting that gainsharing provides real-time feedback to employees and offers monthly payouts based on performance. This immediate connection between performance and reward is more motivating for employees compared to year-end profit sharing bonuses, which can become an entitlement over time.He also addresses the question of how productivity improvements can be measured and reveals that a 5% improvement in productivity is a reasonable expectation. By focusing on the key drivers of the company's bottom line, identifying areas for improvement, and continuously refining the system, employees can achieve significant productivity gains.Dr. Chuck encourages companies to embrace gainsharing as a tool to increase employee engagement and satisfaction. He believes that when employees see the direct impact of their actions on the company's success, they become more invested in their work and motivated to perform at their best.To learn more about Dr. Charles DeBettignies and gainsharing, listeners can visit Gainsharing.com/podcast. Dr. Chuck also offers a DVD or flash drive with additional information upon request.Don't miss this fascinating episode filled with insights and strategies for creating a more engaging and productive workplace environment. Tune in to gainsharing.com/podcast to learn more from Dr. Charles DeBettignies.MegaBucks Radio with Nina Hershbergerhttps://businessinnovatorsradio.com/megabucks-radio-with-nina-hershbergerSource: https://businessinnovatorsradio.com/dr-charles-debettignies-gainsharing-expert-on-revolutionizing-employee-compensation

Singapore shares began the week in positive territory, tracking strong performances in the US and Europe markets. The Straits Times Index (STI) was up 0.7 per cent to 3,229.53 points in early trade after 48.8 million securities changed hands in the broader market.  In terms of companies to watch for today, we have Stamford Land. That's after the company's net profit rose to S$184.5 million for its second half-year, significantly higher than the S$15.6 million in the year-ago period.  Meanwhile, most Asian markets cheered a deal between US President Joe Biden and House Speaker Kevin McCarthy to lift the US debt ceiling and avoid a catastrophic default.  On Market View, the Drive Time team unpacked these developments with David Kuo, Co-founder, The Smart Investor.See omnystudio.com/listener for privacy information.

Mistakes are inevitable when it comes to building a business. But how you handle them can make all the difference! Chris Griffin, Business Leader, Experiential Marketing Executive, and Host of the Experience Builders Podcast, joins Martin and Khalil to discuss lessons learned from managing a business before and after the pandemic. Time Stamps 00:44 - Episode Intro 03:41 - CFC Welcomes Chris Griffin! 07:28 - More About Chris Griffin and His Company 13:24 - Business Challenges in the Tradeshow Industry 21:10 - Getting Organized & Developing Systems 30:32 - Dealing with the "Unexpecteds" in Your Business 34:26 - Choosing Better Customers 41:35 - Employee Compensation & Payroll Creep 52:43 - Episode Takeaways 53:33 - Get in Touch with Chris Griffin Quotable Moments “There's that old Chinese saying, when the student is ready the teacher appears, well, the teacher's always been there. You just didn't realize it.” - Martin Holland “We're back and busy, although we're not clean and pretty.” -Chris Griffin “We want to be more in service to fewer partners.” -Chris Griffin “A system is not software. A system is just an agreed upon method of how you do business with each other in your own company.” -Chris Griffin “Good judgment comes from experience, and experience comes from bad judgment.” -Chris Griffin “Mistake is an investment if you make it once and you fix it. It's an expense if you just keep making it over and over again.” -Chris Griffin “Your processes and systems become a mechanism of you attracting new customers more than your deliverables, how you are doing business becomes the most valuable thing.“ -Chris Griffin “Profit is not a sin and neither is having fun.” - Martin Holland “If you're highly profitable, the same weight doesn't weigh anything.” - Martin Holland “Everything comes from experience, either yours or somebody else's, and somebody else's is generally a lot cheaper.” - Martin Holland Resources Need Marketing Help? We Recommend Benali Watch On Youtube Follow On Social: LinkedIn, Facebook, Instagram Subscribe To Our Newsletter, The Countdown Have Questions? Email us More from Chris Griffin Email Chris Chris on LinkedIn Need Help With An Event? Get in touch with CrewXP  Check out the Experience Builders Podcast on Spotify, Apple & YouTube Follow CrewXP on Social: LinkedIn, Facebook More from Martin theprofitproblem.com annealbc.com    Email Martin Meet With Martin LinkedIn Facebook Instagram More from Khalil benali.com  Email Khalil Meet With Khalil LinkedIn Facebook Instagram More from The Cashflow Contractor Ask Us A Question Sign Up For A Free Consultation thecashflowcontractor.com  Email The Cashflow Contractor LinkedIn Facebook Instagram

In this episode of the HRchat pod, we consider reasons why compensation management is important during times of economic volatility and how it can help organizations address the challenges they may face.Bill Banham is joined by Perry Doody, Co-founder of CompTrak, a cloud-based compensation management platform that enables better decision-making, employee empowerment and ultimately productivity. For nearly 20 years, Perry has brought organizational transformation across the financial, healthcare, and retail sectors - boasting clients such as RBC, Walmart, Raymond James and Nutrien.Questions for Perry include:Please introduce yourself and tell me about the mission of CompTrakYou recently shared a CompTrack blog post on LinkedIn focused on how an innovative compensation program can help to engage and retain top talent. In the post, your team offers 4 compensation trends that folks can focus on this year. Can you share some of these trends with us and explain why that matter? Why do you think compensation management is particularly important during times of economic volatility, and how can it help organizations address the challenges they may face?How have you seen organizations' attitudes towards compensation shift over the years, particularly during times of economic uncertainty?Which departments are most tricky when it comes to compensation management? Tell us a little bit about how your company's compensation management software has previously helped organizations navigate economic uncertainty.Can you share any success stories or examples of organizations that have been able to weather economic uncertainty thanks to effective compensation management?More About CompTrackWith experience that is a unique intersection of technology expertise and human resource savviness, CompTrak's solutions are different. And in a marketplace where engaging and retaining talent is critical to organizational success, Perry believes investing in people is an easy decision.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Did you know that 49% of people in North America neglect negotiating workplace compensation, which results in them missing out on, on average, over $75,000 over the course of their careers? We don't want you to be like that, so today's episode is all about negotiating workplace benefits post-pandemic. Yes! That includes hybrid schedules, flex time, personal development credits, gym coverage, vacation days, and more! To help us navigate this subject, Sofiia sits down with Jillian Climie and Sophie Warwick, co-founders of The Thoughtful Co., a Vancouver-based consultancy agency advising women in compensation and contract negotiation.*Watch video version of this episode on YouTube*Key takeaway:00:00 What we're chatting about today01:30 Meet Jillian and Sophie05:09 Jillian's career in Executive Compensation at Aritzia & Lululemon06:35 Sophie's background in engineering that led to The Thoughtful Co.08:49 Neglecting negotiating salary & workplace benefits11:57 Where to start when preparing to negotiate14:00 Best time to negotiate your compensation15:52 How to follow up on your negotiation ask18:39 Easiest benefits to negotiate21:32 Can I expect a year-end bonus if I joined recently?23:00 Most often overlooked benefits with big upside25:00 Negotiating your title and role scope25:58 How to ask for hybrid schedule & flex time28:30 Asking for health & wellness benefits31:00 What are personal development credits33:06 Practical tips from Jillian & Sophie on negotiating37:20 What does financial freedom mean to you?39:50 Advice to women who wish to achieve financial freedomEpisode resources:Use code 'thoughtfulwallet' for 15% off any 1-on-1 serviceThe Thoughtful Co WebsiteThe Thoughtful Co InstagramJillian's LinkedInSophie's LinkedInSupport the showThank you for listening! If you like the show, please leave us a 5-star review and follow us on your podcast platform of choice. It's a free way to support what we do and help us grow to reach more women on path to financial success. Subscribe to In Her Wallet on YouTube In Her Wallet Instagram, TikTok and Threads

Join us tonight to listen to the founder and visionary of Finish Line Auto Club, Tony Principe. A great story of how your career and your hobby can ignite new ideas!

Welcome to another episode of Category Visionaries — the show that explores GTM stories from tech's most innovative B2B founders. In today's episode, we're speaking with Warren Lebovics, Co-Founder & CEO of Pequity, an employee compensation platform that has raised $19 Million in funding. Here are the most interesting points from our conversation: Journey to Entrepreneurship: Warren's transition from product and design roles at LinkedIn and other tech companies to co-founding Pequity with his wife Caitlin. Identifying the Problem: How Caitlin's experience as a compensation manager at Cruise Automation revealed the inefficiencies in current compensation processes and inspired the creation of Pequity. Core Offerings: Pequity's three main products—Ranges, Offers, and Comp Cycle Management—designed to streamline and improve compensation workflows with a focus on user experience and proactive pay equity. Market Needs and Triggers: Addressing the growing demand for flexible and scalable compensation solutions, especially in light of new pay transparency laws and the limitations of legacy systems and spreadsheets. Competitive Edge: Pequity's commitment to building a superior product with a user experience akin to B2C applications, setting it apart from competitors and attracting loyal customers. Future Vision: Aiming for widespread adoption of Pequity's compensation tech in mid-market and enterprise companies to ensure fair pay and compliance with pay transparency regulations.

Adventures In Design is back with a new episode, and Sean Mort and Mark Brickey are ready to bring you up to speed on what's been happening in their worlds. In this episode, the team provides an update on Sean's ongoing struggle to receive the employee compensation he's owed and his tough decision regarding returning his company-issued laptop. The episode also includes listener comments from the previous episode, adding a community-driven dimension to the conversation. In addition, Sean opens up about his struggle to balance a full-time freelance career with his responsibilities as a dad. Despite his best efforts, Sean is feeling overwhelmed and is determined to find a way to manage his time more effectively. As always, Mark and Sean offer unique perspectives on the situation, providing listeners with practical advice and inspiring stories to help them navigate their creative careers. To add a touch of humor to the conversation, Sean reveals that he's started cutting his own hair and has given up on personal appearance in the post-pandemic world. Tune in to "Adventures In Design" for fun and engaging discussions on the joys and challenges of freelancing, creative entrepreneurship, and much more. In Today's 33 Minutes Of Bonus Content: Exclusively Available For Members Of The Circle Of Trust At https://aid.network/  In this bonus episode, the co-hosts dive into various engaging topics, starting with Sean's continued struggle to receive the compensation owed by his past employer. While the actual dollar amount may not be significant, Sean is motivated by the principle of the matter and the way he and his fellow employees were treated. Moving on to politics, the guys discuss Ron DeSantis's ongoing battle with The Walt Disney Company over the Reedy Creek Improvement District. Mark also shares his thoughts on the humor of Donald Trump now that he's no longer the leader of the free world, particularly in his use of the nickname "meatball Ron" for his newest political opponent. The conversation takes a more lighthearted turn as the co-hosts debate what would happen if aliens were to make their way to earth, given recent reports of unknown flying objects over North America. The episode ends with Mark pondering the world's future and whether it will be the same for a child born today in 80 years. Tune in to Adventures In Design for thought-provoking discussions on the world of design, politics, and culture. Join the Circle of Trust at https://aid.netw to gain exclusive access to this and other bonus content from Mark Brickey and Sean Mort.

Employee compensation and benefits is one of the hottest topics in many companies today. Even with some high-profile organizations trimming back staffing levels, competition for top talent remains strong. In this month's Ruch Riff's podcast, I talk to George Murphy, a leading corporate benefits expert and Executive Vice President at 4C Digital Health, on why employee benefits matter more than ever and how organizations can differentiate themselves by providing employees with competitive benefits offerings. George is one of the most knowledgeable benefits executives I know, so I'm confident you will find his comments informative. The podcast is short so take a couple of minutes to listen to it and let me know what you think.

Dinamico Systems: https://dinamicosystems.com/Dan Kopp mail - Gift 50% OFF: dan@dinamicosystems.comDan Kopp LinkedIn: https://www.linkedin.com/in/dankoppdinamico/Join our Facebook group for business owners to get help or help other business owners!The Business Ownership Group - Secrets to Scaling: https://www.facebook.com/groups/businessownershipsecretstoscalingLooking to scale your business? Get free gifts here to help you on your way: https://www.awarenessstrategies.com/

Jason Mercier of the Washington Policy Center states, ‘state and local government employment contracts should not be negotiated in secret.' https://bit.ly/3fvwaE4 #Opinion #Columns #Commentary #JasonMercier #WashingtonPolicyCenter #JayInslee #GovernmentEmployees #CompensationTalks #WashingtonStateLegislature #OpenPublicMeetingsAct #CivicOpennessInNegoations #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

This Podcast Is Episode Number 489, And It's About Construction Company Employee Compensation And A Note On Taxes There are a few different methods that employers use to pay their employees, and while they may have similarities, they each also have implications for your construction business and employees. On top of that, there may be a blended model at play, in which you offer two types of compensation at once, such as a wage and bonuses.    When paying employees, laws and the IRS have made the payroll function a time-consuming nightmare for the small business owner.   Small business owners spend an average of eight hours monthly performing payroll functions. That's 12 full business days a year that could be spent generating sales, prospecting for new business opportunities, improving products or services, or servicing customers.   How you pay your construction employees will impact your finances and your reporting requirements. Read on to learn the differences between the main ways of earning money in the workplace. Wages Most entry-level positions offer an hourly wage in exchange for work. An hourly wage might be $20. So if the employee works 8 hours that day, they would be compensated $160 for that day. The minimums set by law vary depending on where the business operates. Typically, the minimum wage is directly related to the cost of living in that area.  Generally, a set number of hours can be worked in a week, and working beyond that maximum entitles the employee to a higher pay rate. There may be premiums associated with working undesirable shifts or an even higher pay rate that employees are entitled to for working on holidays. Because of the number of hours worked, the specific days worked, and overtime, the amount an employee will potentially earn each year can vary widely when paid with hourly wages. Salary A salary is the standard compensation for management and upper-level positions. It is an agreed-upon annual total, where a certain number of hours worked per week is expected – typically 35 to 40. Other requirements will be outlined, such as how many days per week are expected. Depending on the schedule, the total salary is divided into equal payments for each pay period. Often, compensation is agreed to as an annual figure, with each paycheck equally divided by the number of payments. If you pay an employee a salary of $60,000 yearly once a month over 12 months, you will pay $5,000 each, not accounting for any deductions. How a company manages its payment schedule will vary from company to company. Other pay, such as overtime, commissions, or bonuses, are separate from salary. Many companies don't offer overtime pay for extra hours worked, but they may offer commissions or bonuses for performance. Commission This is a form of compensation that is based on performance. The amount an employee receives can vary drastically, depending on how well they perform in a pay period. The commission is typically a calculated percentage of goods or services sold. It is meant as an incentive to drive employees to make sales. For example, you may offer to pay $100 as a commission for each deal closed. An employee selling ten service subscriptions in the pay period would receive a $1,000 commission.  All earnings made by commission are counted as taxable income. Some salaried or hourly positions offer a commission on top of regular earnings. However, some positions, especially those in sales, can be based solely upon commission. This means that employees don't get paid if they don't sell anything. Bonuses A bonus is a compensation type that is not guaranteed. It is usually tied to some company goal, driven by sales or performance. A bonus might be awarded individually or to a team or other work group. The idea behind a bonus is to create an incentive to meet a specific goal. It is rewarded when the goal has been reached or evaluated at particular times. Bonuses are offered on top of a wage, salary, or commission.  Because of the unofficial structure, bonuses are loved by some and loathed by others. It can be motivating to receive a bonus, as it's completely separate from what an employee already earns. However, it can also leave employees feeling disgruntled if they feel they weren't supported well enough to reach the goal and missed out on the bonus. If the goals are unrealistic, employees may also struggle with motivation even if they are offered a bonus.  Some construction company owners usually decide by the end of the year if their employees deserve a Holiday or Year-End Bonus.  The key questions to ask yourself: Can I afford to give a bonus? Can I afford to provide a reward for my employees? Do I want to give a bonus to each of my employees? How do I decide how much Bonus I should give? Reality Check: Is bonus taxable? Starting with the last question: In most cases, it may be taxable. All income is subject to State, Federal Payroll Taxes and is part of the employee's W-2. All forms of income, including bonuses, are income to your employee.  The most common is to give your employee a set amount known as a 'Net Check". It would not seem the same to say, "here is your bonus for $200.00," but the actual check received is $169.04. Your employee will think you are tacky and cheap, and you can afford to give them a Big Bonus.  Instead, you give the employee a check for $200.00, and the company pays all the payroll taxes. The bonus value is much higher when a check is grossed up (meaning you, the employer, pay all the taxes, company half, employee half of Social Security, Medicare, Federal Withholding, State, and Local Taxes). Final Thoughts We know that when it comes to compensation and payroll service, no one size fits all. Whatever payment structure your construction company follows, ensure you are consistent and fair as an employer and obey all applicable laws. We offer payroll solutions that meet your business's needs and enable you to spend time doing what you do best - running your company. As we have been where you are now, we know that as construction business owners, you are selling your time first and your skill second. Your time as the contractor is the most valuable, so I hope you are doing tasks that only you can do. Contact us to learn more about different forms of compensation and what they mean for your bottom line. About The Author: Sharie DeHart, QPA is the co-founder of Business Consulting And Accounting in Lynnwood, Washington. She is the leading expert in managing outsourced construction bookkeeping and accounting services companies and cash management accounting for small construction companies across the USA. She encourages Contractors and Construction Company Owners to stay current on their tax obligations and offers insights on how to manage the remaining cash flow to operate and grow their construction company sales and profits so they can put more money in the bank. Call 1-800-361-1770 or sharie@fasteasyaccounting.com  

In this episode of Relationships at Work, Russel chats with organizational consultants and compensation experts Crystal Henrickson and Annika Reinhardt on the role of compensation in professional development and workplace culture.Annika and Crystal share their thoughts and experience with...The various levels of compensationHow compensation is determined in an organizationHow a job description/job profile connects to compensationCompensation's link to growth and motivationHow to address a job that grows in responsibilities but not compensationWhy transparency is so important and so hard.The complications of including salaries in job postingsWhy you need a compensation and rewards philosophyIf you enjoy the podcast, please subscribe and share with others.For more, go to relationshipsatwork.ca 

Summary:   On this episode of Where There's a Will, There's a Way, host Will Crist talked with Alex Freytag, an expert EOS Implementor. Alex is also the author of Profit Works, a book that unravels the complexity of incentive plans in order to increase employee productivity, cultivate an engaged workforce, and maximize company potential. Throughout the episode, Will and Alex discuss his EOS journey and the importance of properly compensating employees.    Shownotes: (1:13) Introduction to Alex (1:43) Alex's EOS Journey (7:40) The Benefit of Employee Compensation (10:48) How Pressure Impacts Performance (13:19) Human Reactions to Being Rewarded (18:19) We First vs. Me First (21:18) Identifying Effective Incentives (25:48) Incentive Plans with Company-wide Input (30:53) About Profit Works (32:49) Utilizing People as Assets (34:09) Purpose of Profit Works (38:27) Quality Relationships in the Workplace (42:52) Closing Thoughts   Links: Will Crist EOS  Alex Freytag   Quotes: “Well and that really is what we as EOS implementers aim at isn't it, it's to really help businesses thrive.” - Will Crist, (5:54)   “So if we talk about employee retention and you talk about attraction and best places to work, the companies that are able to balance those rewards, their workforce is the one that tends to be the most successful from a profitability standpoint and from a growth standpoint.” - Alex Freytag, (8:32)   “The amount of pressure in an organization is directly correlated to performance, and so companies that don't apply any pressure in the organization, no standards of performance, no expectation, no core values, no measurables, no scorecards, no 10-year target, and so forth, tend to have lower levels of performance than the companies that turn that dial up on those expectations…” - Alex Freytag, (11:47)   “...pick a minimum threshold of profit that the company has to reach before the incentive plan kicks in and then arm your workforce with tools and training and resources to actively find the money to incremental profit dollars over that threshold.” - Alex Freytag, (24:26) Contact Will Crist

In this HRchat episode, we look at employee engagement and, specifically, the importance of benefits when building, and nurturing your employer brand.Bill's guest this time is Lyle Griffin, President at Selerix Systems. Since co-founding Selerix in 2002, Lyle has helped establish the company as a leading provider of benefits administration technology - used by more than 10 million employees - and a trusted partner to employers, carriers, and brokers. Prior to Selerix, Lyle held leadership positions in ventures spanning computer graphics, the internet, and fintech. Recognized in 1994 by Microsoft founder Bill Gates as a Windows Pioneer, he was instrumental in developing some of the first retail software products for Microsoft Windows. Questions For Lyle Include: Your team develops large-scale strategies for employer benefit administration solutions, work-site marketing, and employee benefits enrollment. What's the mission of Selerix?Talk about the importance of benefits in building one's employer brand.How have benefits changed over the past 20 years? How have events over the past 3 years intensified the need to attract and retain talent?What role does benefits play in employee engagement efforts? Is competitive benefits a differentiator for many?You've been an integral part of the development of LDEx Standards. Talk about the Standards and how Selerix contributed to them Selerix has a strategic integration with Lively, Inc., creators of the modern Health Savings Account (HSA) and Flexible Spending Account (FSA). How does this mean Selerix and Lively can bring efficiencies to the end-to-end benefits administration experience while enabling employers to offer employees a better way to plan for their healthcare needs?What does offering the right benefits, in multiple ways, mean for levels of employee engagement? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Did you know the Governor's office is currently negotiating pay and compensation with state employee unions for the state's 2023-25 budget? https://loom.ly/6BFbn9Y #Opinion #Columns #Commentary #JasonMercier #JayInslee #WashingtonState #20232025Budget #NegotiatingPayAndCompensation #StateEmployeeUnions #SecretTalks #TaxCuts #Inflation #PayRaises #GovernmentEmployees #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

We talk about a lot of hot topics people have been discussing in the games industry. Topics: #1. The dramatic decline in user acquisition marketing - UA Apocalypse #2. Impact of global recession #3. Employee compensation SUBSCRIBE TO GAMEMAKERS: - Apple Podcast: https://apple.co/34hfOtv - Spotify Podcast: https://spoti.fi/3Cpyq7i - Newsletter: https://gamemakers.substack.com/ - Don't miss an episode on Youtube: https://www.youtube.com/c/GameMakersStudio OUTLINE: 0:00 Intro 2:50 UA Apocalypse 16:35 Product Validation 35:10 Impact of Global Recession 1:01:10 Employee Compensation

Transcript The views and opinions expressed on this podcast are for informational purposes only, and solely those of the podcast participants, contributors, and guests, and do not constitute an endorsement by or necessarily represent the views of The Hartford or its affiliates. You're listening to the Small Biz Ahead podcast, brought to you by The Hartford. Our Sponsor This podcast is brought to you by The Hartford. When the unexpected strikes, The Hartford strikes back for over 1 million small business customers with property, liability, and workers compensation insurance. Continue reading How to Cut Your Taxes By Giving More to Your Employees at .

https://wjsbuilders.com/ (Wally Staples) is back. This time, we talk specifics of his employee compensation practices as well as some of his principles for being an "anti-fragile" builder. And don't miss my first interview with Wally, https://www.buildingoptimal.com/episodes/68-ensuring-profitability-and-employees-first-with-wally-staples (#68: Ensuring Profitability and Employees First with Wally Staples). Enjoy the episode! Tools to make more money and grow your biz Need a little help growing your business or making more money at it? In addition to almost 100 free episodes of the podcast, check out https://www.buildingoptimal.com/shop (the Building Optimal Shop), a place where we have business tools for builders and contractors…and the list is growing. Or, if you want full-scale consulting or business startup help, check out our brand new: https://www.buildingoptimal.com/the-builder-accelerator (Building Optimal Business Accelerator) Muchas gracias to our amazing brand partners https://www.lowes.com/l/Pro/pro-benefits (Lowe's and the new Lowe's MVP Pro Rewards Program) https://www.subzero-wolf.com/ (Subzero Wolf Cove) https://www.huberwood.com/ (Huber Engineered Woods) https://ramwindows.com/ (RAM Windows)

Hometown Radio 06/22/22 5p: Mike Brown from COLAB discusses county employee compensation

Massive wildfires and other challenges large and small over a few years created a difficult working environment in Butte County, CA. Their director of public works, Joshua Pack joins the show to explain how an employee survey based on a genuine desire to listen and improve went a long way to gather honest feedback and respond with employee-driven changes. 

Did you know ethics, culture, and team go hand in hand in a successful business? Doing the right thing means having full transparency, trust, and integrity. Listen firsthand to my panel as they discuss ethics 101 and some standout scenarios they've experienced. Watch the Episode on https://www.youtube.com/watch?v=tjHvqd2DSII (YouTube) Andy Pollina, https://www.legacyautotechgr.com/ (Legacy Auto-Tech), Grand Rapids, MI. Listen to Andy's previous episodes https://remarkableresults.biz/?s=%22pollina%22 (HERE) Bill Nalu, https://www.interstateautocare.com/ (Interstate Auto Care), Madison Heights, MI. Listen to Bill's previous episodes http://xn--thanks%20to%20tom%20sciortino%20and%20john%20armstead%20for%20their%20contribution%20to%20the%20aftermarket%20link%20to%20the%20books%20page%2C%20highlighting%20all%20books%20discussed%20in%20the%20podcast%20library%20here-vi37lfa.%20leaders%20are%20readers.%20listen%20for%20free%20on%20apple%20podcasts%2C%20google%20podcasts%2C%20spreaker%2C%20iheart%20radio%2C%20spotify%2C%20podchaser%2C%20and%20many%20more.xn--%20mobile%20listening%20apps%20here%20find%20every%20podcast%20episode%20here-gx20c.%20every%20episode%20is%20segmented%20by%20series%20here.%20key%20word%20search%20here.%20be%20socially%20involved%20and%20in%20touch%20with%20the%20show:%20Facebook%C2%A0%C2%A0%C2%A0Twitter%C2%A0%C2%A0%C2%A0Linked%20In%C2%A0%C2%A0%C2%A0Email%20Join%20the%20Ecosystem%20%E2%80%93%20Subscribe%20to%20the%20INSIDER%20NEWSLETTER%20HERE.%20Buy%20me%20a%20coffee%20Are%20you%20seeing%20auto%20shops%20in%20your%20area%20get%20hundreds%20of%205-star%20Google%20reviews%20and%20are%20you%20feeling%20left%20behind%20because%20your%20shop%20only%20has%20a%20few/?%20Hey%20look,%20Broadly%20is%20your%20answer%20to%20getting%20more%20online%20reviews.%20With%20more%20reviews,%20your%20business%20will%20rank%20higher%20in%20search%20results%20%E2%80%94%C2%A0and%20that%20means%20more%20customers%20coming%20into%20your%20shop%20every%20day.%20Broadly%20helps%20you%20automatically%20request%20reviews%20so%20that%20your%20customers%20can%20promote%20your%20business%20with%20just%20one%20click.%20When%20you%20immediately%20ask%20for%20a%20review%20after%20service,%20when%20the%20experience%20is%20still%20fresh%20in%20their%20mind,%20you%E2%80%99re%20more%20likely%20to%20get%20a%205-star%20positive%20review.%20Plus,%20asking%20for%20feedback%20makes%20your%20customer%20feel%20valued%20and%20more%20connected%20to%20your%20business.%20Isn%E2%80%99t%20that%20what%20you%20want%20a%20connected%20customer?%C2%A0See%20how%20Broadly%20can%20help%20grow%20your%20auto%20shop.%C2%A0%C2%A0Visit%20www.getbroadly.com/carm%20to%20learn%20more. (HERE). Tom Schearer, https://www.schearers.com/ (Schearer's Sales and Service), Allentown, PA Key Talking Points Ethics means doing what is right, not what is easy.  Integrity: Doing the right thing even when nobody is looking. The hard part is that “ethical” is so subjective. There will never be one iron-clad “ethics manual” because one's ethics are based on so many factors such as Upbringing, culture, faith, tradition, etc. Guide customers and be transparent- the value proposition is based on integrity and ethics DVI's- adds to ARO and gives customers a report they deserve  What is your shop's character? How do you care about your customer's and employees' safety? "Rules of Engagement" - identify what you want instead of focusing on what you don't want  Ask the right questions- “discovery conversation” building trust Ethics are continually evolving due to many factors such as technology, changing societal norms, science, hard lessons, etc. Ethics as it applies to automotive service: Pricing, Employee Compensation, Warranty: how much do you need to cover in the case of a part failure that you won't be reimbursed for? Continue to lead by example Connect with the Podcast http://aftermarketradionetwork.com...

On Wednesday's "Connecticut Today," host Paul Pacelli chatted with Yankee Institute for Public Policy analyst Ken Girardin on the latest state employee contract proposal (0:23) . Fairfield GOP State Rep. Laura Devlin joined us to talk about the current budget talks at the State Capitol (11:23). Image Credit: Getty Images

In this HRchat we hone in on employee financial wellbeing. Bill Banham is joined by Darius Chehrzad, the Chief Commercial Officer at Paytient, a company focused on helping people better access affordable care. Paytient works with employers, partners, brokers, and health systems to provide a healthier way to pay for out-of-pocket care expenses.Questions Include:How does something like Paytient fit into an employer's benefits offering?What does it mean to say affordability in healthcare has moved one step forward and two steps back? What is the effect of OOP increasing on our physical and financial well-being? What is the effect of members not being able to pay medical bills?What is the effect of this on providers? How does this come back in higher fees and premiums?What are the non-obvious implications that HR is missing? When employees are not getting care, what are the long-term effects?With this cycle of price increases and people not getting care, there seems to be a big focus on HDHP to try to keep costs down. How does Paytient help with this transition?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Hi everyone, this is Cece, thanks for tuning in. I cannot believe there's only 2 months left so I want to finish this year strong! Things have been great and I have been traveling a lot so I am exhausted! Aside from the 3 remaining episodes for this season, I have so many bonus episodes I'd like to share! Recently I got a lot of questions about pay and compensation, so I thought I'd re-broadcast this chat I had with David Weaver earlier this year during the lockdown. David is the award-winning author and podcast host called Pay Matters. Compensation is such a sensitive topic and most of us do not feel comfortable talking about it. We all want to get paid fairly and competitively for what we do. How much are you worth? Compensation is never just about money.  What matters to people at different stages of life should be taken into account.  But I do think people care about company culture and values, flexibility, community and contributions, and the sense of belonging, feeling that they are part of something greater than themselves. We all want to have a truly fulfilling personal and professional life. Enjoy the episode!   About David Weaver: David is the President of Compensation and HR group.  He's also the award-winning author of Pay Matters: The Art and Science of Employee Compensation. He's an influential and highly skilled Compensation Consultant with extensive experience working with senior leaders in Human Resources to design and implement compensation programs seamlessly.  He has strong background in compensation program design, salary surveys, base pay, incentive plans, executive compensation, total rewards, sales incentives, performance management, job evaluation, global compensation, FLSA reviews and employee engagement surveys. Connect with David on LinkedIn: https://www.linkedin.com/in/davidkweaver His company website: https://chrg.compensationhr.com/ Pay Matters Book: paymattersbook.com/ Pay Matters Podcast: https://paymattersbook.com/podcast/   ABOUT CECE LEUNG, CPA Cecilia "Cece" Leung is a finance executive and CFO advisor to growing businesses who are ready to scale up financially and get ready for next-level opportunities. Cece is the founding partner of The Entrepreneur CFO, a global professional advisory firm helping growing companies with strategic decision making as they become financially and operationally ready for their next big thing. With fluency in Mandarin, Cantonese and English, paired with two decades of international financial services experience in New York, London, Switzerland, Hong Kong and China, Cece has worked with prominent firms including JP Morgan, PricewaterhouseCoopers, and Ernst & Young, offering the best in-class solutions to Fortune 500 and growing companies worldwide. Cece is the author of the book Dear Accountant: Stories, Advice and Explorations, which offers up-and-coming professionals valuable insights and perspectives about the many career paths and opportunities under the accounting and finance umbrella.   Personal Website: www.ceceleung.com Book Website: www.dearaccountantbook.com The Entrepreneur CFO website: www.ecfopro.com Coaching, Training and Workshop: https://www.ecfopro.com/training-and-coaching/ PR, Media and Collab: https://www.ceceleung.com/media Podcast Blog: https://www.ceceleung.com/blog Linkedin: https://www.linkedin.com/in/ceceleung/

Attracting and retaining employees is top of mind for all business leaders today. The Great Resignation of 2021 has seen employees leaving their jobs in unprecedented numbers. 50 percent are naming better pay and benefits as a key reason for leaving their jobs. With our health at the forefront of much of the conversation during the global pandemic—physical, emotional, and mental—it's a wonder that more employers haven't yet revamped a key component of an employer's benefits package: health insurance. In this HRchat episode, we ask how employers can attract talent with excellent benefits packages that won't break the bank.Bill's guest this time is John Butler, President at JB Benefits Consulting LLC.With over 25 years of experience in workplace benefits, John has written a new book that explores innovative approaches to healthcare that every business should consider.In his new book, Health Insurance Sucks, John uncovers the world of business healthcare and delivers new solutions that you could implement today. The book aims to provide you with an entirely new way of approaching healthcare for employees and to arm you with every weapon you need to fight against big insurance, big pharma, and the big government players that have dominated for decades. You could be on offense rather than continuing to play defense against skyrocketing premiums and deteriorating benefits.In fact, the book takes all the rules levied by insurance companies and pharmacy companies, and even the US federal and state governments, and uses those same exact rules in an attempt to beat them at their own game.

This week Ryan invites Tamara to be the host and guest Jeff to talk about compensating your employees. --- Send in a voice message: https://anchor.fm/torsion-talk/message

Whether you work for a public company, a large private company, or a startup, as you advance in your career you may be eligible for several benefits meant to reward key employees. These benefit packages are designed to promote retention and to allow employees to share in a company's success. While executive compensation packages can be lucrative, they come with complex tax rules and financial planning considerations that need to be evaluated at least annually. DISCLOSUREDue to various factors, including changing market conditions and/or applicable laws, the content may no longer be reflective of current opinions or positions. Moreover, you should not assume that any discussion or information contained in this blog serves as the receipt of, or as a substitute for, personalized investment advice from JNBA Financial Advisors, LLC.Please see important disclosures information at www.jnba.com/disclosure

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission.In this episode of Reimagining Company Culture, we're chatting with Ayanna Edwards, Head of People at HackerOne. Prior to HackerOne, she was employed with Ultimate Software, working in business operations, business analysis, talent, and people operations. About AllVoicesIn today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.To learn more about AllVoices visit us at www.allvoices.co!

This week on “Inside the Economy”, we discuss Inflation and the continued economic recovery. With inflation on everyone's mind, we discuss where it sits currently, why it's hanging around 3.6, and what makes us think those levels won't be here to stay. In regards to the continued economic recovery, we are seeing continued strength in equity markets, increasing rent prices in both apartment and single-family homes, and jobless claims continuing to decrease. Tune in to learn about all this and more! Key Takeaways: - The yield curve flattens a touch over the past week - Crude Oil prices stay above 70 - Steady increases in both Employee Compensation and Gov't Social Benefits

This week on “Inside the Economy”, we discuss Inflation and the continued economic recovery. With inflation on everyone's mind, we discuss where it sits currently, why it's hanging around 3.6, and what makes us think those levels won't be here to stay. In regards to the continued economic recovery, we are seeing continued strength in equity markets, increasing rent prices in both apartment and single-family homes, and jobless claims continuing to decrease. Tune in to learn about all this and more!   Key Takeaways: The yield curve flattens a touch over the past week Crude Oil prices stay above 70 Steady increases in both Employee Compensation and Gov't Social Benefits

This episode is also available as a blog post: https://paylesstax.com/2021/08/06/deduction-limitation-for-certain-employee-compensation/ --- Send in a voice message: https://anchor.fm/don-fitch/message

Farm Employee Management USDA Guaranteed Loans Pheasant Nesting Habitat   00:01:10--Farm Employee Management (part 1)--The executive director of the Kansas Farm Management Association at K-State, Kevin Herbel, reviews the results of a new survey conducted by the KFMA of farm employee management practices in Kansas:  the trends in wages, benefits and total compensation provided to farmhands, related to the experiences and skill sets of individual employees   00:12:11--Farm Employee Management (part 2)--K-State's Kevin Herbel breaks down the specific kinds of benefits and wages that Kansas farm employees earn, as per the new Kansas Farm Management Association survey…he talks about how this information can be useful for farmers with an employee workforce as well as those looking to hire employees for the first time   00:23:09-- USDA Guaranteed Loans--On the latest edition of FSA Coffee Talk, farm loan chief Josh Ridder of the Farm Service Agency goes over the basics of the USDA guaranteed loan program, which provides qualified producers financing through a participating commercial lender...also, this week's edition of Milk Lines with K-State dairy specialist Mike Brouk   00:31:11--Pheasant Nesting Habitat--On this week's wildlife management segment, former K-State wildlife specialist Charlie Lee looks at a new study of the vegetative habitat that pheasant prefer for their nesting sites         Send comments, questions or requests for copies of past programs to ksrenews@ksu.edu. Agriculture Today is a daily program featuring Kansas State University agricultural specialists and other experts examining ag issues facing Kansas and the nation. It is hosted by Eric Atkinson and distributed to radio stations throughout Kansas and as a daily podcast.   K‑State Research and Extension is a short name for the Kansas State University Agricultural Experiment Station and Cooperative Extension Service, a program designed to generate and distribute useful knowledge for the well‑being of Kansans. Supported by county, state, federal and private funds, the program has county Extension offices, experiment fields, area Extension offices and regional research centers statewide. Its headquarters is on the K‑State campus in Manhattan.

Sandrine Bardot is a truly global compensation strategist. Her experiences at the world's largest organizations, including Microsoft, Apple & Airbus, through Europe, the Middle East & Asia, grants her a unique perspective. And she's shared her perspectives; writing nearly 300 blogs at compensationinsider.com - on everything from employee performance to complex total rewards strategies. It makes her the perfect person to discuss the future of organizational compensation.Many employees give little consideration to the broader view; focusing on their own salary, bonuses and benefits. Though in aggregate, they often represent an organization's largest expense. Which makes its strategy and management crucial in an incredibly competitive global labour market. And how do things shift as work increasingly goes hybrid? Should organizations pay based on the cost of their local labour market? Or by the specific role, regardless of location? We discuss these and myriad other fascinating topics that you won't want to miss. Sandrine BardotAn award-winning Compensation & Benefits expert, Sandrine Bardot boasts a 28-year career in the field of Total Rewards. She took on took on roles with increasing responsibilities in Compensation & Benefits in Microsoft, Airbus, Apple, Philips, Fiat and more, leading to positions of Global Head of Performance and Reward at Majid Al Futtaim in Dubai then Mubadala in Abu Dhabi.Established in 2013, her company The Bardot Group offers specialised C&B consulting, training and keynote speaking services, mostly throughout the GCC, Asia and Africa.She shares hands-on, pragmatic approaches with her clients, ensuring that the projects will have immediate impact and business value and don't remain “an idea on the shelf”.As part of her outreach to educate the HR community, she authors a blog, Compensation Insider.com, with over 300 articles published to date inspiring HR leaders and practitioners on topics related to the Employee Value Proposition.She is also a regular speaker at HR conferences and in-house events.LinkedInWebsiteThinking Inside the BoxConstraints drive innovation. Each week we'll tackle the most complex issues related to work & culture.LinkedInInstagramTwitterWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMatt BurnsMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology.LinkedInTwitter

Compensation doesn't have to be that necessary evil you throw over to HR. When done right, tt can actually be a tool that you can use to align and win together as an organization. Today, we broke down the conversation on compensation with my good buddy who also happens to be ProfitWorks' co-founder, Tom Bouwer. In this episode, he talks about how crucial it is to have a philosophy around compensation, setting incentive pools, cost of living adjustments, and striking the balance between protecting the company from paying too much and making it meaningful for employees.1:13 What entrepreneurs get wrong about compensation7:54 How a cost of living adjustment is different from a raise12:14 A better way to give bonuses25:05 Tom talks about how to effectively get employees to bring issues out on the table29:01 Incentive and commission plans are not there to manage your people, they are there to change behavior36:12 Tom gives his take on paying for objectives42:15 The importance of teaching your employees the business of business46:44 A profit-based incentive plan is a great way for people to earn more and to make it more impactful48:21 Tom's passionate plea to entrepreneurs“Do not overcomplicate compensation. Have a philosophy and use it as a tool for accountability, engagement in your culture, and your overall purpose for the organization.”GET IN TOUCH:MARK LEARY: www.linkedin.com/in/markhlearywww.leary.ccTOM BOUWERhttps://www.profitworksllc.com/https://www.linkedin.com/in/tombouwer/Production credit:Engineering / Post-Production: Jim McCarthyArt / Design: Immanuel Ahiable

In this episode of S&C's Critical Insights, Joe Matelis and Samantha Hynes discuss what employers need to know about the changing antitrust ramifications of no-poach agreements and other agreements affecting employee compensation. They provide a brief background on U.S. antitrust law related to employee compensation, explore the indictments returned by the DOJ in late 2020 and early 2021 involving wage-fixing and no-poach agreements, and discuss steps employers can take to ensure that HR decisions affecting employee compensation comply with updated laws.   Visit us at www.Sullcrom.com

   Ever thought that what you pay your employees reflects your level of generosity?  Chris Allen joins me to unpack if that is actually the case.  We hash out principles that should and should not influence the way that businesses compensate their employees and we tackle both financial and non-financial compensation.   Come along as we […]

In this HRchat interview, we talk about why total reward data is an important resource for organizations trying to respond to the impact of Covid-19 as we consider some recent findings that suggest a new focus needs to be given to the roll-out of automation and digitization of reward management.Bill's guest this time is Ken Charman, CEO at uFlexReward, an HR and rewards data platform that collates all costs to do with employees (salary, pension, bonus, shares, etc) into one real-time platform.uFlexReward recently published the results of the uFlexReward Digital Reward survey. The poll had responses from 30 key companies across various industries such as Engineering, Oil & Gas, and Healthcare. Findings include the suggestion that 73% of companies calculated pay equity without including all categories of reward, and the majority of respondents said their companies only generate pay equity data once a year. Listen and learn: Why is Total Rewards data especially critical right now for organizations trying to get out the other side of Covid-19?How has calculating pay equity been made more complicated as a result of covid and blended/hybrid workforces and what do your findings suggest? Why are traditional fixed salary and one-size-fits-all benefits packages archaic?Want to learn more? You can hear from Ken and Peter Newhouse, Global Head of Reward at Unilever in episode 198. In that conversation, we focus on why total reward data is an important resource for organizations trying to respond to the impact of Covid-19 in ways that allow for the retention of employees. 

COVID-19 has created a lot of change for many individuals and families. For some, this has meant a change to employment, the role within the company or possibly a change to their compensation package. Executives may be faced with the decision of taking a severance package, an early retirement package or a reduction in pay.On June 24, JNBA President Kim Brown; Elise Huston, Advisor - Advisory Services Manager and leader of JNBA's Financial Planning Committee; and Patrick Moyneur, Senior Advisor – Director of Advisory Services, recorded a seven-minute podcast about executive job transitions. Click here to read more in our blog on this topic. DISCLOSUREJNBA is not an accountant and no portion of the above should be construed as accounting advice. All accounting issues should be addressed with an accounting professional of your choosing.Due to various factors, including changing market conditions and/or applicable laws, the content may no longer be reflective of current opinions or positions. Moreover, you should not assume that any discussion or information contained in this blog serves as the receipt of, or as a substitute for, personalized investment advice from JNBA Financial Advisors, LLC.Please see important disclosures information at www.jnba.com/disclosure

You can find articles on the topics discussed in the episode here:- ✍️ Not All Subscribers Are Equal: How to Deal with Plans That No Longer Work- ✍️ Profit-Sharing as Employee Compensation for BootstrappersThis episode of the Bootstrapp ed Founder Podcast is sponsored by DrawSQL. This sponsored airtime is provided by Balsamiq. Please check out both — they're awesome.

Join Ed and Ron as they discuss the thorny issue of team member compensation. The tradeoff between creating an incentive for firm-wide profit and contributing discretionary effort, and engaging in politics to move up the ladder.

Join Ed and Ron as they discuss the thorny issue of team member compensation. The tradeoff between creating an incentive for firm-wide profit and contributing discretionary effort, and engaging in politics to move up the ladder.

Join Ed and Ron as they discuss the thorny issue of team member compensation. The tradeoff between creating an incentive for firm-wide profit and contributing discretionary effort, and engaging in politics to move up the ladder.