Transforming compensation into a lever for engagement and retention
Attract, motivate, and retain talent with a modern, data-driven approach to compensation.
Discover how rising expectations, new regulations, and lack of transparency are forcing organisations to rethink how they approach pay.
What’s inside
Explore how compensation can become a strategic lever for engagement and retention, moving beyond traditional pay models. Learn how to better align rewards with employee expectations, strengthen motivation, and support long-term commitment within your organization.
Key insights
Compensation is no longer just about pay – it’s a key driver of engagement and retention. Here are the insights every HR leader needs to rethink their strategy.
61%
of employees consider compensation the key factor in their job
But pay alone is no longer enough – employees now expect fairness, transparency, and purpose behind compensation.
78%
of employees say variable compensation is a key motivation driver
When linked to clear performance criteria, variable compensation helps reinforce motivation, recognition, and alignment with business objectives.
60%
expect more transparency on career progression
Employees expect greater visibility on how they can grow – including clear criteria for progression, pay evolution, and career development.
5%
pay gap threshold now requires action under EU regulation
Unjustified pay gaps above this level must be reviewed and corrected – pushing companies toward more transparent and data-driven compensation.
For HR leaders ready to rethink compensation
Move beyond traditional pay models and discover how to turn compensation into a driver of engagement and retention.
“Sharing the salary grid early – starting at the job offer stage – creates clarity for candidates and reduces friction when offers are made.”
– Thibault Vilon, CPTO, Assessio Group
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Frequently asked questions
A compensation strategy defines how an organization structures salaries, bonuses, and benefits to attract, motivate, and retain employees while aligning with business goals.
Compensation directly impacts engagement and retention. Fair and transparent pay helps employees feel valued, reducing turnover and increasing long-term commitment.
Pay transparency means openly communicating how salaries are determined. It builds trust, reduces bias, and is becoming a legal requirement across Europe.
A salary grid is a structured framework that defines pay ranges for roles based on factors like seniority, skills, and responsibilities, ensuring fairness and consistency.
It’s a regulation requiring companies to disclose salary information, address pay gaps, and ensure equal pay for equal work across the EU.
Compensation should reflect measurable performance, skills, and impact to ensure fairness, motivation, and alignment with business goals.
