Over-reliance on line managers to communicate about pay could be leaving HR teams out of touch with workforce perceptions of fair pay, according to the CIPD.
The CIPD has published new data that highlights the need for people professionals to pay closer attention to both real and perceived fairness when it comes to what people in their organisation are paid.
The Reward Management survey suggests some employers may be over-relying on ill-equipped line managers to talk to their teams about pay processes and outcomes, resulting in a disconnect between people professionals’ perceptions of pay in their organisation and what the rest of the workforce experiences.
The report found that 75 percent of HR respondents think all, or the majority, of people in their organisation are paid fairly, but only 33 percent of all workers agree.
It also found that half of HR respondents say line managers have full or moderate involvement in communicating with staff about pay, but more than three-fifths of employees say they’ve never had an explanation from their manager about why they’re paid what they are.
Off the back of the new report, the CIPD has proposed the following tips for the people profession, to help improve real and perceived fairness around pay processes and outcomes.
Ensuring pay really is fair:
Managing perceptions about fair pay