Conversations with regards to compensation are an important part of managing. This page will take you through information and recommendations. However if you're ever in doubt or have a question don't hesitate to reach out to your People Business Partner..
Starting the FY22 Annual Compensation Review Total rewards will be providing a letter of adjustment outlining the new and former compensation as well as unvested equity value. We recommend to review this letter before the conversation and use the letter as preparation to communicate exact figures.
Communicate the increase face-to-face over Zoom. As a manager, this is an opportunity for you to have a conversation with your team member about their increase and the reason behind it. Having the conversation over Zoom allows for you to have a dialogue with your team member (versus just sharing the number or percentage) and allows you to pick up other information like tone and non-verbal cues which can tell you more about how someone is feeling.
((FY22 Salary-FY21 Salary)/FY21 Salary)
Communicate the adjustment at the beginning of the meeting. You want to give the team member time to ask questions and discuss their compensation adjustment. Avoid trying to rush to communicate at the end of a 1:1 meeting.
Try to clearly explain what brought you to a certain increase. The preparation for the Performance factor conversation could possibly help there too.
Protect the confidentiality of other team members by avoiding saying things like “everyone else received less than you” or “you were the only team member to get a discretionary increase.”
Avoid blaming others (For example: “I would have given you more but management didn’t approve.”)