Life is about growth, and so is Paycom. Learn about the challenges and opportunities Julie has experienced along her Paycom journey. https://pycm.co/4cGhIBp
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How much money would you really like to make this month? Write it down. Different question - how are you going to pull that off? Let’s break it down… What's your average commission per deal, with bonuses? Write it down. So many units will it take? Write it down. What selling skills or work habits can you focus on to improve and pull this off? Now you've got a plan! Work your plan and the payoff will come on PAYDAY!
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How much money would you really like to make this month? Write it down. Different question - how are you going to pull that off? Let’s break it down… What's your average commission per deal, with bonuses? Write it down. So many units will it take? Write it down. What selling skills or work habits can you focus on to improve and pull this off? Now you've got a plan! Work your plan and the payoff will come on PAYDAY!
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Patience is key.
Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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I wished more leaders recognized this. Your top performers should not have to ask for a raise. Leaders should recognize the value their team members bring and proactively seek to make things equitable. It’s one thing to sing your own praises in your annual or semiannual review. It’s rewarding and validating when your leader does it for you and follows up with meaningful action.
Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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Risk Compliance | Global Wealth | International Relations | Bilingual| Community Engagement| Leadership| Networking|
Happens everyday. Always be mindful of who you are as a professional and your unique set of values. When the company does not value you, you make the decision to value yourself
Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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I see stuff like this time and time again in every size of company. I’ve seen company recs for positions of serious need aaaannnnd then I see the pay scale they’re offering. It feels a bit like a kick in the teeth sometimes. I know that I’m not alone in this either. I am not some otherworldly genius, but I am really good at what I do. The reason I’ve been at Pliancy for longer than I normally stay at a company is partially because of the people, but also because I like my paycheck. It’s always gonna be 70/30 for me because I can’t work the way I do forever and because we are all a business of one. Business needs to remain good for both parties. If you want people to stay, invest in them. If you want people to leave, do this. People will catalyze your company as a stepping stone and once that reputation is garnered, it’s hard to remove. If you’re okay with that, so are they. Just don’t be surprised when no one sticks around longer than two years. That’s the reality of the job economy these days. That’s where we are. Remember that “It’s not personal, it’s just business” goes both ways.
Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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Investing in top performers and recognizing work contributions via compensation is investing in business success. My generation isn't the most career mobile generation because of attitude or commitment issues: we're following the money we need to survive. The sooner companies wake up and invest in who they have now, the sooner we'll all see the growth we want and deserve.
Founder @ Right Choice Resources | Sales Recruiting | 3x Top Sales Performer | 3x Inc. 5000 | #1 Salesperson Turned Sales Recruiter Finding "A" Talent
Sarah: I'm upset about my pay. Gregg: Why? You're making great money. Sarah: New hires are making $20k+ more than me. Gregg: So, you're saying that you're a top 10% performer, have been 3+ years, and they're paying new people in this role $20k+ more in base salary? Sarah: That's correct. The issue? Sarah will leave the company. Her current company will need to replace her. And have to pay the new hire what they could've paid her to stay. Even if they hire somebody as strong as her, it will take 12+ months for them to produce at her level. The lesson? Take care of your current employees first. It's a lot time consuming and expensive to retain them than to hire new ones.
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Two people in the same team, at the same level with significantly different take-home pay. How does this even happen? A lady I worked with shared a story with me that broke my heart. She was a Black woman. Her colleague was a white man. They were both hired by a manager who was building a new team from scratch. During the same year, their manager hired a team of 5 mid-level professionals. They were a small team so they socialised often. Over team drinks, the lady found out her colleague was making £45k more than her. They were doing the same job and had a similar professional background, yet he was making six figures per year and she wasn't. This kind of story is far too common. So many professionals are in roles where their colleagues are earning significantly more than them. This has to stop. Here's my advice when considering a move to a new role: -Research compensation structures in the industry -Ask questions about the responsibilities -Negotiate your salary and beyond (stock options, sign-on/relocation bonus, paid time off) Life is too short to accept being lowballed.
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Building startup compensation practices 👉 helping you build your compensation foundation with: Compensation Philosophy + Job levels + Salary bands.
How I stopped worrying about salary and embraced the full package 💼 Don't get me wrong - what you pay matters. But it's NOT the end-all and be-all. In my early hiring days, I placed too much emphasis on the pay. I learned the hard way that a fat pay cheque alone wouldn't cut it. Over the years, I shifted my focus. I started spotlighting: ✔️ The vibrant, inclusive culture of my company ✔️ Robust opportunities for career advancement ✔️ The culture that made our workplace unique ✔️ The unique perks that make us...us And guess what? The pivot worked wonders. 🎯 hiring campaigns cranked up in success and reached new heights. So ask yourself: What are the benefits that will get people to join and stay with you in 2024? --- If you like this content repost and follow me Matt McFarlane for more.
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