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Should corporate transparency lead to salary transparency?

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Should corporate transparency lead to salary transparency?

Knowing the salary of your office neighbor is rare, talk about it even more!  While we promote the culture of transparency in business, why is it a taboo subject? Transparency in business must certainly be guided by a will, but it must materialize through the transparency of information, of decisions, within meetings, through actions but what about software salaries Singapore?

The end of managerial opacity

More than ever, we are witnessing a significant renewal of managerial practices; horizontality, free leave or even telecommuting, it is clear that the world of work and its practices are changing. The arrival of new generations, more inclined to find real meaning in their work, pushes companies to redefine the contours of their “culture”, their “raison d’être”, in the service of its development and fulfillment. Teams Among the major elements contributing to the definition of new corporate cultures, there is “transparency”, which is becoming a preponderant value and imposes a new relationship to information.

Transparency as a brake on possible tensions

For this culture of transparency to be truly effective (and not just marketing…), everyone must be able to have access to information; the objective being that the possession of information is no longer a source of power!

And once we commit to transparency, if the culture of the company evolves in this direction then, we can ask ourselves the question of applying salary transparency. Why because the opacity of salaries can crystallize hierarchical tensions within a team, be the cause of a whole set of rumors, suspicions, discriminations or frustrations which can harm the intelligent and collective functioning of the company. Transparency within a company makes it possible to clean up tensions and potential injustices and to be able to refocus discussions around skills and results.

The implementation of salary transparency makes it possible to consider relationships between employees other than through the prism of income. I am convinced that the management of tomorrow must strive for the greatest transparency. The infantilization of the employee is outdated.

How to set up (salary) transparency?

However, implementing a transparency policy does not happen overnight. You have to organize, anticipate, plan and communicate this change in order to be consistent with your corporate culture.

Regarding salaries, the implementation of the salary grid must be consistent, with clearly defined technical and managerial levels. This transparency can have several levels, it can be based solely on a grid, or on potential salaries, or finally directly on fully disclosed effective salaries. The trick is to be able to adapt according to your corporate culture.

If the contributions of this practice are only really revealed in a few years (the necessary time for hindsight), we are already seeing considerable benefits from this practice!

First of all, a streamlining of internal discussions, clearly visible development prospects based on objective criteria for all to see. Skills are now at the center of discussions and it is from them that remuneration and development derive.

In short, transparency allows for greater team cohesion, a healthier atmosphere, and undermines questionable and discriminatory practices that may exist within certain companies. In short, more equity for more efficiency.

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