{"id":1217,"date":"2017-03-19T18:38:00","date_gmt":"2017-03-19T17:38:00","guid":{"rendered":"http:\/\/silta.es\/juantatay\/2017\/03\/19\/move-toward-a-transparent-culture-by-making-employee-salaries-open\/"},"modified":"2019-09-25T10:12:43","modified_gmt":"2019-09-25T08:12:43","slug":"move-toward-a-transparent-culture-by-making-employee-salaries-open","status":"publish","type":"post","link":"https:\/\/silta.es\/juantatay\/move-toward-a-transparent-culture-by-making-employee-salaries-open\/","title":{"rendered":"Move toward a transparent culture by making employee salaries open"},"content":{"rendered":"

@FirstRound\u00a0How Chewse Operationalized Transparency \u2014 Starting With Salaries | First Round Review<\/a><\/p>\n

In Chewse\u2019s early days, Lawrence and Schenck debated how to best show appreciation to their employees. \u201cWe considered different benefits programs, but it always came back to compensation. People really care about their comp. We wondered, what was the most authentic way to handle compensation? It only seemed right to introduce transparency,\u201d Lawrence says. And if you think this is something to hold off on until you have a fully-fledged HR department, think again. This policy is especially effective for super early-stage startups. That might seem counterintuitive, because with such a small staff, wouldn\u2019t there be even more sensitivity around pay? \u201cIncorporating transparency from the very start will set the tone for the organization you become. It\u2019s so critical that you hire people who want open salaries \u2014 not just as a tool, but as the type of person who appreciates that approach. You find people who say, \u2018I buy into diversity, I buy into equality and fairness.\u2019 Those are the kind of people that you want to grow into leaders at your startup.\u201d<\/span><\/p><\/blockquote>\n

The Case for Transparent Salaries<\/b>
\n<\/span>Foundational cultural values
\nRecruiting
\nRetention
\nDiversity<\/p><\/blockquote>\n

Four Keys to Making Transparency Work
\n<\/b>Post salary in your job descriptions
\nDefine a ratings system
\nChoose the variables to determine a compensation formula.
\nHold monthly reflections, which double as performance discussions.<\/p><\/blockquote>\n

Six-step approach to conducting productive monthly reflections.
\n<\/b>Start by hiring people receptive to feedback.
\nUse a simple, low-lift grading rubric.
\nUse the meetings to develop and grow your employees.
\nExpect \u2014 and welcome \u2014 disagreement.
\nTrain your managers in tone and approach.
\nConvene tribunals to help managers measure success uniformly.<\/p><\/blockquote>\n

Looking Forward
\n<\/b>Move toward a transparent culture by making employee salaries open. This tactic can also benefit your diversity and inclusion efforts. Build a framework and structure around how you rate and evaluate employees for raises. Start with a ratings system that\u2019s tied to a worker\u2019s output level. Formulate how you\u2019ll determine compensation based on that \u2014 try a multiplier, or tinker around with your own formula. Then hold monthly reflections, which also double as performance discussions. Train your managers to speak empathetically and openly during these meetings, and in hiring, look for candidates who demonstrate a willingness to be introspective and open. Convene quarterly tribunals for managers to make their case for raises and challenge each other on their decision-making.<\/p><\/blockquote>\n

\u201cAfter implementing open salaries, we\u2019ve become a more healthy-conflict culture. Originally, my thinking was, \u2018Can\u2019t we all just get along?\u2019 What it’s actually forced me to do is to recognize that conflict is inevitable, and get serious about how myself and my managers communicate when it happens. You can\u2019t avoid disagreement. What you can do is surface it, address it and talk about it early, and that\u2019s what having an open and transparent culture is all about,\u201d Lawrence says. \u201cIf more companies implemented this policy, I think you’d have a lot more diversity. You’d have a lot more women and minorities applying for tech companies and being part of tech. Cultures would become less toxic and you\u2019d have more productive conversations faster. This is the only way innovation and inclusion can continue on together.\u201d<\/p>\n

UPDATE: Paying yourself as a freelancer<\/a><\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

@FirstRound\u00a0How Chewse Operationalized Transparency \u2014 Starting With Salaries | First Round Review In Chewse\u2019s early days, Lawrence and Schenck debated how to best show appreciation to their employees. \u201cWe considered different benefits programs, but it always came back to compensation. People really care about their comp. We wondered, what was the most authentic way to […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[28,26,29,54],"tags":[],"class_list":["post-1217","post","type-post","status-publish","format-standard","hentry","category-cosillas-empresariales","category-el-critico-como-artista","category-gestion","category-open-data"],"jetpack_featured_media_url":"","jetpack-related-posts":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/posts\/1217","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/comments?post=1217"}],"version-history":[{"count":2,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/posts\/1217\/revisions"}],"predecessor-version":[{"id":3955,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/posts\/1217\/revisions\/3955"}],"wp:attachment":[{"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/media?parent=1217"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/categories?post=1217"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/silta.es\/juantatay\/wp-json\/wp\/v2\/tags?post=1217"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}