are constantly being adjusted up and down, and the 40 employees regularly agitate for and against one another's compensation rates."Your peers are your measure," CEO Dane Atkinson says."When they feel you're doing well, they argue for you to make more money, and when they feel you're doing poorly, they pull you down."Salary data may be freely available, but that doesn't mean it's understandable.
"We moved from ad hoc salaries decided on a case-by-case basis to being a bit more disciplined," says Joel Gascoigne, co-founder and CEO of. The social media company, with 80-plus employees, has both internal and external salary transparency as well as other nontraditional policies. It adopted its first formula at the same time it made salaries public. With the formula known to all,"there are no discussions around 'Is Mike earning this?'" Gascoigne says.
." If you have young workers, Risher argues,"pay confidentiality will be impossible to maintain," even if you want to.-- Are you prepared to tell your employees how much more you make than they do?"It would be hard in companies where the CEO makes
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