Compensation without taboos! - Podcast summary with Sandrine Dorbes, Compensation Consultant.

Discussing one's salary, whether among coworkers, friends, or family, is a taboo subject in France. A source of jealousy and a sign of inequality, this topic is often seen as a delicate one to discuss.

Remuneration is made up of the individual fixed salary, but also of many other elements such as peripheral elements (for example, mutual insurance or benefits in kind), variable elements (bonuses), deferred elements (such as profit-sharing, participation, PEE).

It also depends on the company's strategy. These are all complex parameters that vary from one structure to another.

To learn more about the subject, I had the pleasure of meeting Sandrine Dorbes , HR consultant specializing in compensation . Founder of her own company "How Much" for a year, she has been able, thanks to her expertise, to combine human and financial aspects. As a Compensation and Benefits expert, her objective is to provide strategic solutions on the issue of compensation policy in companies by taking into account the human and emotional part of the subject. At the same time passionate about her job, structured, uninhibited on financial issues, direct and determined, Sandrine was therefore the ideal person to tackle a subject that is at once tense, social and strategic.

Together, we were able to discuss the various questions concerning remuneration, whether as a manager or as an employee.

I. Remuneration policy: a system specific to each company.

With several years of experience, both in the field and in strategy, Sandrine easily explains to us the complexity of a remuneration policy.

This system is not just about the rules of a company, but must answer the question: why do I pay my employees? The main thing to remember is that each company will have its own policy depending on a specific context or strategy.

Addressing the issue of challenges, Sandrine tells us that the basis of a remuneration policy must be built on a global HR strategy, which must be in line with the company's strategy . This can quickly become restrictive if strategies do not evolve in correlation with the policies put in place. The relevance of practices and the evolution of needs must therefore be studied.

“We self-censor a lot!”

This is the phrase that unites our professional visions. As consultants, we know that having an outside perspective can be key to helping a company move forward and achieve its goals. There are often things that go unsaid when you're within a group, to avoid conflict or judgment.

II. How to manage your remuneration policy?

With her diverse professional experience, Sandrine has a broad perspective on the world of human resources. She genuinely shares several tips and important information on managing and implementing a compensation policy .

With recruitment, the implementation of a compensation policy is possible. It will then be necessary to question the source of compensation, which can come from skills, performance, qualities, etc.

Subsequently, the organization of an HR strategy will depend on the means that will be given as well as the vision that the company wants to give to its human resources.

“Excel is your best friend”

In all transparency, Sandrine tells us that she has used this software for a long time. With this anecdote, she explains to us that a compensation policy can always evolve, depending on the resources allocated to it . On the condition that you build solid processes to move forward. Don't forget to challenge your practices and evaluate whether they still make sense.

“Transparency has many virtues”

Being transparent in a company can be a key success factor. When employees are given access to a variety of strategic information, they open the door to personal investment. It's about uniting the collective by involving them in the organization.

III. Remuneration upon hiring or in post: what you need to know.

Understanding the world of compensation isn't necessarily easy if we don't have the right tools. For Sandrine, the most important thing when reevaluating your compensation is preparation. First, you need to know where you stand between raises and bonuses. Then, you need to highlight your skills development or highlight your performance. A piece of advice I fully endorse: be factual!

Knowing how to negotiate your salary when hiring isn't easy. Sandrine explains that some people may be disappointed when comparing their salary expectations with the company's offer. In this case, don't hesitate to ask for more details to understand the choice. Keep in mind that when a company wants to hire, it's because they need your skills. This element will be an asset in your negotiation and final choice.

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Over coffee, we went behind the scenes of corporate compensation. We broke through the opacity that plagues the company, employee, and manager relationship to shed light on two realities:

- Compensation responds to the interplay of supply and demand in the constantly changing labor market. Although necessary to an organization, not all jobs have the same added value. The company needs to be pedagogical and transparent about the coherence of its system and its skills needs.

- Compensation is a corporate duty that goes far beyond the check at the end of the month. It sends a powerful message at the managerial and societal levels, and it's an extremely powerful way to make employer brand values tangible and consistent, particularly on the issues of equal pay between men and women.

I also think that it is a matter of each employee asking themselves what is important in their relationship to work and how their reward is "earned" in pain, frustration, anxiety or, on the contrary, in good humor, kindness and optimism?

Fair compensation systems have the characteristic of being soothing and satisfying. Is this the case for you?

Podcast episode link

References for further reading:

Nonviolent Communication: Words are windows , Marshall Rosenberg

How to implement a remuneration policy?

The Comp&Ben manager

Contact Sandrine Dorbes

Website: How much

Linkedin @ Sandrine Dorbes

Contact Jennyfer Montantin

Website: Blossom Talents

Instagram @blossomtalents

Linkedin @ Jennyfer Montantin

HR Community Meetup in Paris @ RH à Paris

On your podcast platforms: Ausha , Spotify , Google Podcasts , etc.