http://www.cmccompensationgroup.com/hard-is-easy-soft-is-hard Global Compensation Consultants Fri, 03 Sep 2010 00:07:49 -0600 http://wordpress.org/?v=2.8.4 hourly 1 http://www.cmccompensationgroup.com/hard-is-easy-soft-is-hard/comment-page-1#comment-10 Sharon Morse Mon, 22 Feb 2010 15:35:02 +0000 http://www.cmccompensationgroup.com/?p=410#comment-10 You've hit the nail on the head with this article. I just had a 25th anniversary of working in compensation, in different size organizations across several different industries. Starting out doing the spreadsheets, working with the data, learning to evaluate jobs and participate in surveys. I was forturnate to have wonderful mentoring early on to where I was able to transition to being considered a partner with line & HR mgmt in evaluating the business needs and developing workable solutions. Over the years I have come across others though who "crash & burn" in their lack of ability to see the big picture that encompasses both the business AND the employee needs in order for compensation programs to be truly effective. You are so right that it isn't always about the numbers! Some of the best advice I ever got is to not immediately go to "NO" as an answer to a request - first ask questions, LISTEN, find out the underlying reason, and determine the business need, and assess the options, then try to help the business unit get to the right means to resolve their issue. If all you say is "No, you (or we) can't do that", the client will eventually start working around you. If you listen to them you not only may learn something but have a more credible reputation for saying 'no' only when it truly is the only answer. You’ve hit the nail on the head with this article. I just had a 25th anniversary of working in compensation, in different size organizations across several different industries. Starting out doing the spreadsheets, working with the data, learning to evaluate jobs and participate in surveys. I was forturnate to have wonderful mentoring early on to where I was able to transition to being considered a partner with line & HR mgmt in evaluating the business needs and developing workable solutions. Over the years I have come across others though who “crash & burn” in their lack of ability to see the big picture that encompasses both the business AND the employee needs in order for compensation programs to be truly effective. You are so right that it isn’t always about the numbers! Some of the best advice I ever got is to not immediately go to “NO” as an answer to a request – first ask questions, LISTEN, find out the underlying reason, and determine the business need, and assess the options, then try to help the business unit get to the right means to resolve their issue. If all you say is “No, you (or we) can’t do that”, the client will eventually start working around you. If you listen to them you not only may learn something but have a more credible reputation for saying ‘no’ only when it truly is the only answer.

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