What is solution for the Competitive Salary Culture?

We’ve all seen it “salary on offer: competitive” – does anyone else think, yawn?! What does this even mean?

Now, offering a competitive salary is possible assuming the hiring manager or talent acquisition team have done their research! When you advertise that you are offering a competitive salary what you’re essentially saying is: “we’ve looked at our sector/ industry, and your job title, and based on our findings the salary we are offering, inclusive of additional benefits, is equal to, or greater than, the average salary for the same or a similar role in the area”. If you do all the above each time you advertise a role, then chances are you really are offering a competitive salary, great stuff! However, the term “competitive Salary” has lost its competitive edge, and here is why…

It is everywhere.

Competitive in relation to what? Other salaries within the same company? The region? The industry you work in? A plethora of questions come to mind when we read “competitive salary”, and in a recent LinkedIn poll we found that:

🌟 38% of 64 people question why there isn’t a salary bracket

🌟 33% of question the transparency

🌟 22% won’t take the time to apply

🌟 8% are still happy to apply

Matt Freestone, the founder of Unmatched (Suffolk-based marketing agency), made a noteworthy comment on this pressing topic:

“Candidates deserve to know the bracket at least to decide if it’s worth their time applying.  Companies not offering the bracket or salary either have a pay transparency issue internally or are not actually paying a competitive salary.

I wouldn’t apply to any role where compensation isn’t shown in the job ad”

This comment perfectly attributes to the general consensus: show us the money!

Finding talented employees is a recurring challenge in the labour market, our advice; make your search more fruitful, ergo more successful by advertising the salary, or salary band.

Replacing competitive salary

Are the cogs turning? Are you currently thinking how do I replace “competitive salary” altogether to capture the skillset we require?

Well, here are our top tips:

⭐State the salary, or a salary bracket, above all else you’ll stand out from your competitors as a business who promote salary equality!

⭐Use the phrase “negotiable” but BE willing to negotiate. Negotiations are a two-way street; you can’t set all the terms. But you can be aware of your non-negotiables before you engage with any potential new hires, if you know skills are an absolute must you’ll identify the pool of candidates who are worth negotiating with.

⭐Does the salary depend on experience? If so, let the applicants know! But give them more than this, what experience are you looking for? Again, think about those non-negotiables. To add: tell them what experience you’re looking for sooner rather than later; you don’t want to miss your ideal candidate because you’ve written your ideal experience as your closing statement.

Eeek, we know our salaries aren’t competitive… what can we do instead?!

Firstly, don’t pretend it is, instead could you….

⭐ Create a working environment people want to be part of e.g., do you reward the small things? have you implemented hybrid or flexible working? Is it time to revamp your incentives? How do you acknowledge your unsung heroes? E.g., your support staff: administration, HR, marketing teams etc.

⭐Improve your employee well-being, this does not need to cost the earth, but this topic is a blog in itself; so, get in touch if you want further tips on this topic!

⭐ Assign a budget to professional development. Did you know Kameo are partnered with the Centre of Excellence? Our unique discount code can give you up to 70% off a range of courses, find out more here.

⭐ Create a brand so good, people can’t say no! Social media is a great medium for doing this. If people have enough to live on salary isn’t always the main driver! Honestly, people love working for a great employer, and this does, occasionally, supersede the financials.

⭐Can you offer a profit share? A profit share will offer you a competitive advantage and can save you money too! When you offer a profit share employees are likely to work harder, smarter, and be more loyal.

⭐Do you accept that the people within your business are human, and life happens? Do you let them take the morning off to see their son in the nativity, do you care if they book a dentist appointment on a Wednesday afternoon? Tell people this, it’s what they want to hear.

Candidates, we can help you combat this too

Candidates, our message to you is think greater than the salary and before you apply, or in the interview:

  • Discuss the salary, ascertain if it’s competitive to you
  • Look at the whole opportunity, not just the salary
  • Benchmark yourself against the opportunity, know your own worth! E.g., do you have desired qualifications? What is your previous experience/job title? How many years have you spent in the industry?
  • What vibe are you getting from your peers and leadership team? Can you see yourself working there?
  • How happy are you knowing you could be part of the business you’re interviewing for? Salary is great but happiness is more.

When the salary is a sticking point for you, we advise:

  • You speak to your recruitment consultant about the national / regional average and use it during your interview. Please note, smaller companies irrespective of region are likely (although not always) to pay less than your large corporate who are looking for the same person.
  • Know when to walk away – if your research and expertise demonstrates you are worthy of more, then it is important that you understand you can walk away and source a more lucrative opportunity elsewhere.

So, if all of the above is true why does “competitive salary” appear so often? Often it comes from not knowing that there are alternatives, it could be a “well this is the way we’ve always hired” culture, and sometimes it’s genuinely the truth. If you can, take “competitive salary” with a pinch of salt, be a bigger picture thinker and use some of the tools we’ve outlined above ⬆️

It’s also worth bearing in mind…

✔️Salary is often confidential

✔️It’s a way of companies filtering out those who are only in it for the money

✔️It gives you room to negotiate!

In a nutshell, if you’re a candidate or a client our message is this: if it feels right go for it, offer the job, apply for the job, say yes to the job, enjoy the journey; after all, “you miss 100% of the shots you don’t take” – Wayne Gretzky.


East Anglian Salary Survey

Thank you, REED.co.uk, for showing up year after year with your salary survey! It helps us put “competitive” into perspective; clients if you’re offering equal to or below the salaries included in the segment below you cannot state that your salary on offer is competitive.

Marketing Manager £41,400
Marketing Executive £26,900
Web Designer £34,300
SEO/ PPC Executive £27,200
Graphic Designer £27,800


Sales Manager £44,400
Sales Executive £29,300
Business Development Manager £42,300
Account Manager £33,300
Sales Engineer £36,900


Office Manager £32,000
Executive Assistant £29,300
Administrator £25,400 (slight variation for sales & project administrators; £21,400 = sales and £20,400 = project)
Operations Manager £40,200
Personal Assistant £25,800


Commercial Continued
Purchasing Assistant £23,600
Warehouse Manager £31,00
Logistics Manager £45,700
Transport Coordinator £21,900
Category Manager £53,500


Human Resources
HR Manager £46,300
HR Business Partner £46,100
Recruitment Manager £34,400
Health & Safety Manager £43,200
Analyst £39,600


Engineering/Technical Manager £45,100
Project Manager £50,400
Field Service Engineer £32,300
Systems Engineer £47,800
Mechanical Engineer £40,300


Software Engineer £50,700
Web Apps Developer £38,700
Full Stack Developer £48,100
Automation Test Analyst £47,600
Software Development Manager £64,600


Source: https://www.reed.com/downloads/reed-salary-guides-2022



Latest News

Recruiting Well During the Summer

Do you adapt your recruitment process to the seasons? 

Summer is officially here! School is almost out for summer, and across the UK, millions are gearing up for staycations and vacations alike. While we might wonder if we’ve already had our share of sunshine in dear old Britain, don’t be deceived into thinking summer’s over—because it’s not! With it comes skeleton staff, more flexible hours, office BBQs, and stocked freezers of ice cream.

As much as we want you to enjoy and create lasting memories this summer, we also want to stress the importance of a fair recruitment process during the holiday season!

So, how do you maintain transparency and recruit fairly when half the office is on beach time? How can you make sure every applicant gets a fair shot at their desired role? Here’s your ultimate playbook for mastering fair recruitment this summer. After all, fairness isn’t just about ticking boxes—it’s about building trust and attracting a diverse mix of talent.

  1. Clear Job Descriptions (not just for summer, by the way)

Start with job descriptions that are as clear as the sunshine on a summer’s day! Outline everything from responsibilities to the must-haves like you’re writing a recipe for the perfect hire. Did you know, 82% of job seekers say that clear job descriptions improve their perception of a company? (source) So, skip the jargon and buzzwords—be crystal clear about what you need and watch those top-notch applicants roll in like waves on the beach!

  1. Transparent Recruitment Process

Assuming a candidate will wait for you to offer interviews is not the best recruitment strategy to adopt. We’d argue that you can’t get worse than a lack of transparency! So many still don’t quite understand how important it is; therefore, transparency could be your secret weapon during the summer recruitment frenzy. Spell out the steps, set realistic timelines, and show candidates you’re as straightforward as a perfect beach day forecast. It’s how you build trust, retain candidates, and ensure everyone’s on board for the sunniest hire of the season!

  1. Flexible Scheduling

Recognise that during the summer holiday season, candidates’ schedules can be as unpredictable as the British weather. Offer flexibility in scheduling interviews to accommodate their commitments and ensure everyone has equal access to opportunities. After all, it could be the difference between sealing the deal and starting the search all over again!

  1. Keeping new hires engaged over the summer holiday

It’s always important to keep a new hire engaged. The period between offering the job and the candidate’s start date can be fragile and uncertain for the candidate. During the summer, this period might be longer due to holidays and skeleton staff. It’s wise to ensure you don’t bring on a new team member when you’re unable to provide them with an excellent onboarding experience. Did you know? 69% of employees are more likely to stay with a company for three years if they experience great onboarding (source).

Our top tips for maintaining engagement!

  1. Regular communication – a simple email, text or phone call makes a difference a) it ensures the candidate is happy b) you can spot the red flags quicker, should they arise
  2. Send welcome messages from the team they’ll be working in or for smaller companies from the entire workforce, this helps the new recruit feel part of the team from the get-go!
  3. Can you share the employee handbook, relevant online courses, lunch and learns or reading material that will help them get excited about the new role
  4. Virtual meet-ups or project previews – this will depend on the role they’ll be doing and/or if your business organises virtual meet-ups. Equally, you might be able to switch this out for something your business does offer.
  5. Customised onboarding plan which includes key dates for their diary e.g., upcoming team events they’ll be part of. The people they’ll meet or learn from on their first day and include links to their LinkedIn profiles. Again, this just increases familiarity and helps the new starter feel welcome and part of the team!

By following the above, you can ensure a fair and engaging recruitment process that stands up to the challenges of the summer season.

So, will you be adapting your recruitment process for the season? 

Is there a simple answer to combatting employee disengagement in the UK?

Are you disengaged at work? Or can you identify the people who are? Not only is it a pressing issue in the UK but disengaged employees are having a profound economic implication on the UK economy; in 2023 low employee engagement cost £257 billion, this figure is close to the whole budget allocated to running the entire NHS in 2022. Shocking right?! This astronomical amount underscores a critical challenge for businesses and the economy at large.

What is Employee Disengagement?

Employee Disengagement can look like many things, from decreased productivity and innovation to high turnover rates and increased absenteeism. A workforce that feels disconnected from its organisations missions and goals may feel disengaged. A combination of poor workplace culture, ineffective leadership, lack of career development opportunities and sub-standard communication channels are contributing factors to employee disengagement. The £257 billion annual loss represents a substantial drain on the economy, highlighting the urgent need for proactive measures to address this issue.

How to Combat Employee Disengagement…

  1. Check-in on your work environment

Does your business promote open communication? Is there a good level of trust between management and employees? How well are employees supported? Employees who feel valued and respected are two fundamental components of a positive work environment. Achieving this is possible through a simple feedback loop (discussed below) and serves as a great starting point for businesses that need to address engagement levels or want to ensure their workforce remains engaged.

  1. What budget have you assigned to leadership development?

Effective leaders drive employee engagement. When was the last time you sent your leaders on a course or offered them an opportunity for professional growth? Good leaders motivate and inspire teams; while some of these skills are innate, others can be developed. The ability to set clear expectations, provide constructive feedback, and recognise and reward achievements may come less naturally but can be significantly enhanced through learning and development opportunities. Investing in your leaders’ development ensures they have the tools to push on with a motivated and engaged workforce.

  1. Career maps are key!

If an employee can see an opportunity to grow and advance within an organisation, they’re likely to feel engaged and motivated too! Do you have a buddy or mentor system? This is often an appointed individual, following a similar career path, who can support and motivate employees at work. Do you sit down with your employees and focus on their aspirations? What training do you offer and how ready are you to send your employees on a training course should they ask? Is there an individual learning and development budget? If not, is this something you can look at? Investing in the career development of employees demonstrates a commitment to them which in turn increases retention and improves engagement.

  1. Enhance Employee Wellbeing

We know investing in employee wellbeing can feel like a significant cost, particularly to smaller businesses. However, there is an abundance of evidence suggesting that investing in employee wellbeing, particularly where mental health is concerned, can yield a positive return on investment.  Where budgets are too tight to invest, all businesses should be actively encouraging breaks and promoting the importance of a good work-life balance. How does your business address issues related to stress and burnout? What do you offer when it comes to wellness? How are you promoting and demonstrating a good work-life balance?

  1. Let’s circle back around…

Feedback loops are pivotal. Without a feedback loop strategy in place, how can an employer identify areas of improvement? Implement anonymous surveys, conduct focus groups, and encourage open dialogue to better understand what is influencing engagement levels within the business. From there, employers can adapt and strategise accordingly.

  1. Reward and Recognition

We cannot stress this enough: when employees are acknowledged and rewarded for their contributions, it reinforces a culture of appreciation, motivates individuals and encourages employees to continue aiming for high performance. Rewards and recognition are simple and free (or very inexpensive if you decide to assign some budget to them). Simple verbal praise, commendations from colleagues and career advancement opportunities (including pay increases!) are a few simple, yet effective ways employers can show employees that they are both seen and valued.

In a nutshell, focusing solely on your bottom line could be costing you thousands. By building an engagement strategy that promotes and prioritises well-being, businesses can mitigate the substantial economic costs associated with low engagement levels. Even if you’re thinking, “our employees might be disengaged, but I can’t see them leaving,” remember that even if they stay, it is still in your best interest to deploy an engagement strategy. When employees are engaged, your business reaps the benefits too. If you are confident in your existing engagement strategy, consider auditing it and asking the employees who directly benefit from it. It’s as straightforward as 1+1=2. After all, no one wakes up in the morning aspiring to feel disengaged or unfulfilled. Investing in employee engagement is not just a business strategy—it’s a commitment to the wellbeing and happiness of your workforce. Can you afford not to make that investment?

Read more Kameo news here. 

5 Things You Can Do to Prevent Employees Experiencing Burnout 

Did you know more than 8 out of 10 employees are at risk of burnout this year, according to the 2024 Global Talent Trends report published by Mercer?

Defining Burnout

The World Health Organization (WHO) recognise burnout as a state of physical and emotional exhaustion. It can occur when you experience long-term stress, for example, working a stressful job.

Perhaps this isn’t you, so why should you care about how to prevent it? We all know stats speak for themselves and in a research report carried out by Mental Health UK it was revealed 91% of adults in the UK reported they experienced high or extreme levels of pressure or stress at some point in the past 12 months. So, if you’re in the lucky 9% the likelihood of you working with, living with or simply knowing someone who will experience burnout this year is significantly high.

What does this mean for business?

We’ll try and keep this short and to the point – believe us there is a lot to say on the matter but let’s begin here: the evidence of stress and pressure among adults in the UK underscores a critical issue that businesses cannot afford to ignore. We know it’s tempting to dismiss burnout as an individual problem; however, the impact extends far beyond the individual to affect entire organisations. To that end, we also live and breathe in a people-first world (like it or not!) and when employees are under constant pressure and stress, their productivity, creativity and overall performance suffer. This, in turn, can lead to decreased efficiency, increased absenteeism, and higher turnover rates within companies.

What can businesses do?

In today’s fast-paced and competitive business environment, organisations must recognise that the well-being of their employees is not just a “nice to have” but a strategic imperative. Companies that prioritise employee wellbeing and actively work to prevent burnout are more likely to attract and retain top talent, have a positive work culture, and ultimately achieve long-term success. By investing in programmes and initiatives aimed at reducing stress and promoting work-life balance, businesses can create an environment where employees can thrive, leading to improved performance, innovation, and overall organisational resilience.

5 things you can do to prevent employees from experiencing burnout.

  1. Promote Frequent Rest Breaks – encouraging regular breaks isn’t about kindness – it’s about mental rejuvenation. Studies confirm that short breaks boost productivity and creativity. Businesses prioritising this culture support well-being and drive innovation. Sustainable success means working smarter, not harder.
  2. Encourage Work-life Balance – hardly brand-new information but for those who think they have it, do you? A good work-life balance is crucial to preventing burnout, it recognises individuals’ holistic needs. Balancing work and personal life encourages well-being and resilience. Time outside work renews energy and supports meaningful connections. Prioritising work-life balance boosts job satisfaction, reduces turnover, and enhances productivity. If you answer emails outside of work hours, doom scroll through LinkedIn (need we remind you this is first and foremost a professional network?), have an unused holiday allowance at the end of the year, find yourself either considering or genuinely prioritising something work-related over your family or friends then your work-life balance is not harmonising my friend.
  3. Promote Mental Wellness– Mental health is more than just a personal matter—it significantly impacts our workplaces and economy. In the UK, ill mental health costs a staggering £117.9 billion annually, with over £100 billion of that amount falling on England alone (source). Gone are the days of leaving our personal lives at home; our thoughts and feelings follow us into work, influencing our productivity and success.

That’s why Mental Health Awareness is crucial in the workplace. Normalising conversations around mental health is the first step. Encourage openness and provide resources like counselling services and mental health hotlines. Flexible work arrangements can ease stress, while a supportive culture of empathy and understanding is crucial to well-being. Workshops on stress management and mindfulness empower employees to prioritise their mental health. By investing in mental wellness, we create environments where employees feel valued, supported, and able to thrive.

  1. Empower Employees – This one is achievable for all businesses – and the benefits are two-fold while it is key to preventing burnout it also comes free or at minimal cost to a business.
    When employees feel empowered, they have a sense of ownership over their work and are more motivated to succeed. Two simple, yet effective ways to empower your employees: show them trust and give them your time.
  2. Recognise & Reward Effort (give credit where credit is due) – acknowledging people for a job well done and celebrating both small and large wins alike. This includes praising individuals for tasks or responsibilities that are essential to their role. By offering recognition, we affirm the value of their contributions, making employees feel seen, appreciated, and motivated to continue their efforts. Therefore, reducing the chance of burnout, decreased productivity and so on.

While implementing all of them may not be feasible, simply being aware of burnout, its causes, and how employers can prevent it is a crucial first step toward creating a healthier work environment which ultimately reduces the risk of burnout at work.

And, for those stat lovers among us here’s a little stat set for you to soak up (over your lunchbreak 😉)

  • 87% of employees who take daily lunch breaks show increased job satisfaction (source).
  • 55% of employees want to work for a company that actively supports their mental health – this percentage has doubled in the last 10 years (source).
  • People between the ages of 24 to 44 are twice as likely to prioritise work-life balance over salary (source).
  • 96% of employees believe showing empathy is an important way to advance employee retention (source).
  • Only 22% of managers strongly agree that their companies provide them with the tools and understanding of how to recognise colleagues effectively. (source).
  • 82% of employees are happier when recognised at work (source).

If you’re still asking why is understanding, recognising, and doing more to prevent burnout important? Simply, when recruitment budgets are tightening or being wiped out entirely, and filling jobs isn’t as easy as it was five years ago looking after your teams has never been more important.

Had enough of hearing from us but still intrigued by the topic? Nobody says it better than Mental Health UK.

Read more from Kameo here. 

Spring into Identifying the Skills Gap in Your Business!

Almost three-quarters (72%) of organisations say that a skills shortage has led to an increased workload for other staff, and 78% say they are experiencing reduced output and profitability as a result (source).

Two things we know so far about 2024:

  • Job vacancies are falling
  • Skills-first hiring is not embedded into the recruitment strategy of enough businesses.

Are you struggling to keep up with the ever-evolving labour market? Uncertain where to focus your recruitment efforts, or which role to hire for first?

First things first: tip or at least balance the focus on skills-first hiring. The traditional method of valuing education over skills is not doing you any favours; in 2024 skills reign supreme and those businesses who already know this have access to a wider pool of candidates, appear more attractive on paper, and are likely to see a reduction in their miss-hire rate (source: Forbes).

The Rise of the Skills Economy

In recent years, the global economy has witnessed a seismic shift towards what is often referred to as the “skills economy.” This shift is driven by rapid technological advancements, evolving job roles, and the demand for specialised expertise across industries. As a result, employers are placing greater emphasis on candidates’ practical skills and capabilities rather than their formal education.

So, our questions to you:

  • When was the last time you carried out a skills-gap audit?
  • Are your employees falling behind?
  • Is your business struggling to make a profit?
  • Have you considered how quickly the world evolves, and is your business evolving with it?

If you answered never or yes to any of these questions read on…

Conduct a Skills Assessment

This is simple, attainable, and measurable. What are the current skills of your employees? Has technology allowed for their role to adapt, grow or change for the better? And, are you making room for this advancement in their position? If most of your employees are failing to meet the requirements of their role, as outlined by your organisation’s strategic objectives, we suggest you point fewer fingers of blame and look within, now is the time to conduct surveys, interview employees, carry out market research and understand the gap between the skills they need and the skills they currently possess.

Drop in with Employees!

The world seems to be spinning a little faster these days, right?! Truth is, we’re all busy! But, if you’re a team leader, manager or similar, we encourage you to set intentional time aside to focus on employees within your team or business. Do you encourage open communication? Do you actively listen? Note the difference between listening and active listening. Through open communication managers can better understand the career aspirations of their team this may include their skill development needs, and areas where they feel they could benefit from additional training or support. Employee feedback can and will provide valuable insights into skills gaps, especially if more than one person has a similar thought or feeling.

What is the Competition Doing?

We often emphasise the importance of staying in your lane, but sometimes we forget to notice when the speed limit changes from 40 to 60 mph. Nobody likes admitting they’re on the back foot or not doing as well as their competitors, but it is worthwhile, now, and again, to compare your organisation’s skill requirements and capabilities to those of competitors and industry benchmarks. Identify areas where your organisation may be lagging e.g., are you up to date with the latest tech for your industry? Is there a significant disparity in skills?

Access Industry Trends and Future Needs

Stay informed about industry trends, technological advancements, and changes in the business environment that may impact the skills required for success in your organisation. Anticipate future skill needs and proactively address potential gaps through strategic planning. Again, just a like a social media manager must incorporate engagement into their planning time, you too will need to set time aside to focus on industry trends and the needs of your team.

Monitor Recruitment and Hiring Challenges

It’s a hard pill to swallow but people don’t leave bad companies, and whilst they don’t necessarily leave bad managers either they may leave for a better opportunity. We encourage you to pay attention to recruitment and hiring challenges, such as difficulty finding candidates with specific skills or high turnover rates in certain roles. If you’re fortunate enough to have a talent acquisition team, can they do a quarterly audit on this? If not, it is something we encourage you to pay attention to and review regularly. Ultimately, some of the hiring challenges may indicate underlying skill gaps within the organisation that need to be addressed. Do you carry out exit interviews? Do you truly understand why employees leave, where they go next and what lead them there?

How to bridge the skills gap?

Now, we’re not the type to present you with a problem without looking for the solution too! So, if you’ve read this and thought – yes, there is probably a skills gap issue in my business and/ or you’ve carried out an audit and know one exists, we can help with that too…

  1. Develop Training Programmes: all training offered should address identified skills gaps, training can include a mix of internal and external training resources.

Roughly 86% of employees say that job training is important to them – and nearly three out of every four (74%) are willing to learn things outside of work hours to improve their job performance (source).

  1. Take advantage of free webinars, workshops etc: anything to help your team upskill! We advise regularly logging onto Eventbrite and widening your network on LinkedIn to stay on top of the businesses who regularly hold training sessions.
  2. Introduce mentorship and coaching: pair employees with mentor or coaches who can provide guidance, support, and feedback as they work to develop new skills.

Organisations with strong coaching culture had a 47% higher revenue per employee than those without (source).

  1. Feedback and recognition: regularly assess the effectiveness of initiatives aimed at bridging the skills gap and adjust as needed based on feedback from stakeholders and changing market demands. In addition, regularly gathering feedback and recognising employees builds someone’s sense of value and purpose; it also reinforces positive habits and encourages more of the performance an employer wants to see.
  2. Investment in technology: the IT and technology skills-gap is getting wider, and businesses must start leveraging technology to mitigate a lack of skilled resources.

 In 2023 Forbes research found that 93% of UK businesses acknowledge an IT skills gap (source).

To summarise, in today’s dynamic business world, recognising and addressing skills gaps is crucial for staying competitive. Assess your workforce’s skills, stay updated on industry trends, and invest in training to bridge any gaps. Businesses who are open to and invest in a culture of learning and growth, can thrive in this changing world if you look toward developing a business fit and ready for 2024 and beyond!

Is your business already working on bridging the skills gap? Which of these methods have you deployed or what are you doing that is different? Let us know [email protected]!

For more Kameo updates, insights and news click here.

The Christmas story of one tube station's 'Mind the Gap' voice | Cities |  The Guardian

Navigating the Landscape of Expected Pay Awards for 2024: Strategies for Transparent Communication with Staff

In 2024, companies are taking different paths with employee pay. Some plan big raises, others are freezing pay. With 24% aiming for 4–4.99% increases, 19% going for 2–2.99%, and 17% planning above 6%, they all have one thing in common: clear communication is vital for staff.

Understanding the makeup of these anticipated pay awards is crucial for both employers and employees alike. For businesses, it signifies a delicate balancing act between managing financial resources, retaining talent, and remaining competitive in the market. On the other hand, for employees, it directly impacts their financial well-being, morale, and perception of their value within the business.

For businesses planning substantial pay increases, it’s an opportunity to demonstrate their commitment to employee satisfaction and retention. Such businesses can leverage these planned increments as a tool for attracting top talent and rewarding high performance. However, effective communication is key to ensuring that these efforts are perceived positively by the workforce. Transparency regarding the rationale behind the pay increases, such as company performance, market trends, or employee contributions, fosters trust and reinforces a sense of fairness among employees.

However, for businesses contemplating pay freezes or a modest pay rise, the challenge lies in managing employee expectations whilst maintaining morale and engagement. In such cases, honest and empathetic communication is crucial. Employers should prepare to openly address the reasons behind these decisions, whether they stem from economic uncertainties, budget constraints, or strategic considerations. Additionally, offering alternative forms of recognition, such as non-monetary incentives, will help with employee morale.  According to People Management (PM), 50% of UK workers would rather have “great relationships” at work than a 10% pay increase (source). While salary is undoubtedly crucial, employees consistently show that they also value feeling appreciated, fostering positive relationships, and ultimately experiencing job satisfaction.

Regardless of the chosen approach, effective communication with staff is essential to navigating the complexities of expected pay rises for 2024. Here are some strategies to facilitate transparent communication and foster employee understanding and engagement:

  1. Provide Context: Clearly articulate the factors influencing the business decision regarding pay rises, such as market conditions, financial performance, and strategic objectives. This helps employees comprehend the rationale behind the chosen approach.
  2. Seek Feedback: Encourage open dialogue with employees to understand their concerns, expectations, and suggestions regarding pay. Actively listening to their perspectives promotes a sense of inclusivity and demonstrates respect for their input.
  3. Offer Clarity and Transparency: Be transparent about the criteria used for determining pay increases or freezes, ensuring consistency and fairness in the process. Clear communication helps alleviate uncertainty and minimises misconceptions among employees.
  4. Empathise and Support: Acknowledge the potential impact of pay decisions on employees and express empathy towards their concerns. Offer support mechanisms, such as access to resources for financial planning or opportunities for career development, to assist employees during periods of uncertainty.
  5. Emphasise Future Opportunities: Communicate the business’s commitment to employee growth and development, highlighting future opportunities for advancement, skill enhancement, and reward. Aim to adopt a culture of continuous learning and progression as this reinforces employee engagement and retention.

In conclusion, navigating the landscape of expected pay for 2024 requires a strategic blend of financial prudence, employee engagement, and transparent communication. By proactively addressing employee concerns, offering clarity and empathy, and emphasising opportunities for growth, businesses can effectively communicate their decisions regarding pay and embrace a culture of trust, fairness, and collaboration within the workforce.

For related content, see here. 




Strength in Partnership: Why Businesses Thrive with Recruitment Agencies by Their Side

A talent acquisition team without a trusty recruitment partner could be like coffee without caffeine ☕

Who benefits? You, the teams you recruit for, the new people you hire and of course, us!

Five reasons you can elevate success with us…

Reason one: access to a larger talent pool:

It’s no secret that recruitment agencies have access to a vast network and an ever-evolving database of candidates, passive and active.

As much as 70% of the workforce is made up of passive candidates who aren’t actively seeking work. If you are only relying on active job seekers, you’re cutting your talent pool down to just 30% (source).

You see, you need us, and we need you.

Reason two: specialist expertise:

Recruitment agencies often specialise in specific industries or job roles. Their recruiters have a deep understanding of the market, industry trends, and the skills required for various positions. This specialised knowledge can be beneficial when hiring for niche or technical roles.

A poor hiring decision could be detrimental to your finances, the estimated cost of a bad hire is approximately 3 times more than the salary paid (source).

Reason three: time and cost savings:

How much time is your current talent acquisition team spending on sifting through endless CVS, before they even begin conducting interviews? That’s the magic of partnering with a recruitment agency; they’re essentially the superhero sidekick your team never knew they needed. They will prevent you from spending your precious time and resources so you can focus on moving the business forward in other ways e.g., mastering that onboarding experience of ensuring the first day in the new job is incredible!

Specialist agencies will often have access to a treasure trove of talent your internal team might not even know exists. They’ve got the tools, the know-how, and the secret suave to identify, woo, and win over your ideal candidate.

Did we mention cost savings? Sure, there’s a fee involved, but think of it as an investment in efficiency. By slashing your time-to-hire and minimising turnover, a specialist recruitment partner can save you plenty of pennies in the long run.

Reason Four: hard to fill roles:

We’ve all seen them and most of us dread them, but not your trusted specialist agency! No, they thrive off a hard to fill role. Nothing says success better than finding you your perfect candidate for that “hard to fill” role.

Truthfully, you could do it yourself but roles like this need an amended game plan and an extra bit of finesse!

Our top strategies for filling your “hard to fill” roles include:

  1. Targeted search, we deploy specialised tactics to track down the perfect fit.
  2. Creative sourcing, we think outside the box every day – we LOVE it!
  3. Personalised approach because we know one size doesn’t fit all when it comes to hard-to-fill roles. We craft tailored messages and elevate your brand to woo candidates and show them why your opportunity is the one they’ve been waiting for.
  4. Tapping into that passive market, remember the one you don’t have access to?!
  5. Persistence and patience, because Rome wasn’t built in a day, and neither is a dream team. Specialist agencies use their market knowledge to paint you a realistic picture of how long it might take to find the perfect match. Sometimes recruitment is about weathering the storm.

Reason Five: Market Insights:

Recruitment agencies aren’t just matchmakers; they’re like talent scouts armed with insider info! They’re salary benchmarking experts, they can spill the tea on competitors’ hiring tactics, and even forecast talent trends like psychic recruiters. With their market insights, you’ll make strategic moves that leave the competition scratching their heads and scrambling to keep up. Think of them as your secret weapon in the war for talent!

To summarise, who doesn’t like maximising their time and seeing their fill rate soar? Partnering with a specialist recruitment agency can do just that! For optimal results choose wisely, and select an agency that aligns with your values and goals. We’re big fans of communication here, and it’s crucial to a successful and thriving recruitment partnership (in our opinion!) Why waste another minute drowning in CVs for hard-to-fill roles when you could be conquering the other complexities of the talent world? Partner up with an expert recruitment agency and watch your team soar to new heights – while they handle the rest!

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