For most employees, managers, and even HR, salary bands are a complicated, touchy, emotional topic; hence, they need to be more effectively communicated and understood.
We’ll do our best to untangle this mysterious topic and help you make it a strength in your compensation strategy.
Salary bands define how much a company is willing to pay for each job at a given level of execution, at different locations (if applicable), and are composed of multiple salary ranges.
They can be based on many different factors, including overall compensation strategy, internal fairness, company positioning compared to the external market, or budgets.
We’ll see in more detail how you can build your salary bands, but you should keep in mind that each company will approach this topic with a unique view made of their culture and values.
In all cases, salary bands should remain flexible enough to be an asset more than a constraint for anyone using them.
<aside> 🔮 **Benefits of having salary bands** Find out why you should spend some time building your salary bands and how you should “sell it” to your leadership team
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<aside> 🛠️ **How to build your salary bands** Get an overview of the main steps to create your salary bands and learn about the market's best practices from our HR experts
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<aside> 🔤 How to communicate internally about salary bands? ****All along the creation process of your salary bands, you’ll have to communicate with your leadership team, managers, and employees; let’s look at how and when to do it efficiently.
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<aside> ♻️ **Day-to-day use of your salary bands** Once built, your salary bands will likely impact your current employees and will need to be monitored over time → Find out how to best manage those steps!
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<aside> ❓ Salary bands FAQ ****Quick questions and answers
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