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CLIENT CASE STUDY

Environmental Services Market Leader

Client:

Results:

12% / year reduction in voluntary turnover for compensation reasons

  Solutions:

  • Established a compensation philosophy as guiding principles 

  • Reduced number of job descriptions from 1200 to 150 (1600 employees)

  • Benchmarked core job descriptions against external market data

  • Developed a grading structure with competitive salary bands

  • Reviewed and implemented individual salary adjustments strategies

  • Extensive individual and company-wide communication

Providing competitive and equitable pay to enhance performance and retention

Compensation

Providing competitive and equitable pay to enhance performance and retention!

Critical questions to ask yourself:

  • Is your compensation system designed to pay-for-performance?

  • Are your incentive and commission plans driving the right behaviors?

  • Are your grading structure and compensation bands positioned to ensure internal and external pay equity?

  • Are you considering compensation as just one factor of your total rewards strategy?

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