Explain a pay decision when external market data supports movement but internal equity creates constraints.
The teach Market fairness and internal fairness are different, and both are real. Employees often see the market first because public postings and recruiter messages are visible. Compensation teams also have to see the internal pattern: who is doing comparable work, at what level, with what scope, and where their pay sits in the band. When those lenses pull apart, slow the conversation down. Do not say the market is not relevant. Do not say internal equity is a secret wall. Explain the sequence: validate the market signal, test whether the band is stale, check peer consistency by role and…
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