Ann Bares thinks Pay Program Transparency is a good thing, and she's usually right:
"A funny thing happens in the course of moving these compensation programs to (hopefully) a better place. More involved and informed employees are more likely to voice concerns, question and even challenge elements of the program. That's right. Which, to the HR or reward professional who has invested so much time and energy (and sometimes even political capital) in making the programs better and more open, can feel like taking two steps back after taking three steps forward. But it's not. This is simply part of the new paradigm that the organization has entered. Transparent and participative pay programs can be messier and more complicated to manage than secret, dictatorially designed programs. But they are ultimately better for it."
I like the idea. It's hard for a HR pro to embrace, because you know that you are going to take a beating from an Employee Relations standpoint. You're the one who's going to be in the workplace equivalent of Fight Club. But if you took the total transparency route, you could end up in a pretty cool place.
But until you get there, let's just say the water would be a little choppy from an employee relations standpoint.
Like the guys from this classic clip watching the oncoming issue, you're going to need a bigger boat....
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