Pay structures for additional responsibility and training

13 Jul 2022  • 

Blog, Practice Management

3min read

By  • Sarah Barnard

Practice Plan Regional Support Manager, Sarah Barnard, looks at how practices can tie pay increases into a structure of additional responsibilities and training…

Everyone likes to have pay increases in their job – who wouldn’t? And at a lot of businesses there are pay increases, sometimes every year, to reward the staff for their hard work and commitment. However, sometimes staff do expect to be given regular pay rises even though they haven’t done anything extra or completed added tasks to merit a certain size pay rise.

One of the best ways to look at this issue is through a structured system.

If you want to reward your staff but want them to do extra work to achieve a bonus or a pay rise, so a way where employees are earning the extra money that is being offered to them, you could tie it in with additional responsibilities and training.

This could involve coming up with a system where you can say to your staff, if you undertake this piece of training this year and complete it by a certain date, then there is a bonus or a pay rise of this amount in place for you.

Or you could say, if you take on this extra responsibility alongside what you are already doing, then a pay rise this year will be available to you. By doing this, you are challenging your staff to go further and improve themselves, while also rewarding them, which then in turn keeps them happy in their job.

With a system like this there are positives on both sides, and you aren’t just giving out extra wages for nothing over and above what they usually do in return.

What’s needed is a clear structure you can present to employees and say to them this is what you need to do to receive this bonus or pay rise. When you have this clearly written down, you then need to have an open conversation with each employee.

Present to them on paper what they need to do to receive certain things and then leave the ball in their court. Some people will strive to achieve particular rewards and will want to do better. Some people will be happy with their workload and what they earn and don’t want the extra responsibility and work that would go with striving to achieve a bonus or a pay rise.

And that is absolutely fine. What you will need to do is convey that to your workforce. Because everyone is different, it doesn’t mean they don’t work as hard as others. They probably do their job correctly all the time and are great at it, but don’t want the extra work load.

So that’s why it is important to have open conversations and during these chats you can ask employees what they would like to do, what extra training they would like, what responsibility they would like and how they want to try to earn a pay rise that year.

When you’ve confirmed what staff want to do, revise their contracts to make sure it is all down in black and white. When that’s all done, keep holding meetings and reviewing things once every six months or year.

It is very easy to agree these types of things and then put the contract in a drawer and forget about it.  Keeping it topical and relevant is a really good way of keeping on top of it and as well as helping people stay on track.

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