Offr’s Post

Accompagnons la Transparence!

Join Patrick Gaspardo and me for a Pay Transparency Q&A. We’ll discuss the EU Pay Transparency Directive and give you practical advice on how you can get ready. Even though the invite is in French, our conversation will be in English, so sign up below👇 #equalpay #payttransparency Alight Solutions

#SALARY can feel like a dirty word! Salary secrecy is about to end: from 2026 your salary grade will be ‘transparent’ for everyone in your company: 💶You’ll know if you’re earning more or less than your male or female colleagues for the same grade 💶You’ll know the salary expectations for that job you’re thinking of applying for, without having to wait for the actual offer 💶You’ll be clear about your future salary prospects and those of your colleagues. 💶 And if you’re a people manager, you’ll be forced to get over any #taboos about #moneytalk with your teams This podcast with Axelle Peeters and Betuned explains the practicalities of this new directive and helps you get ready to be transparent about salaries in your organisation. What questions does this new directive raise for you? Axelle Peeters has the answers :-)

It is something we see very very often. Translation for English speakers: An employee, who earns $65,000 per year and works diligently, asks for a raise to $75,000. He argues: “Given the average salaries for this position, my experience and my performance, this increase is justified.” The boss responds: “We can’t afford this pay rise.” Five months later, the employee leaves his position. As a result, the position remains vacant for three months, affecting team morale and causing the company a loss of $60,000. Finally, the boss approves a new recruitment notice for this position for $75,000 and incurs an additional $30,000 in recruiting and training costs. The message is clear: it is cheaper to retain existing employees than replacing them.

📢 Understanding Company Turn-Over: A Crucial Issue ⚠ As a reminder, "turn-over" refers to the turnover of employees within a company. It is the differential rate between the number of employees joining and leaving (resignation, contractual termination, lay-off or non-renewed trial period). This rate can be calculated monthly or quarterly, depending on the needs of the organization. 😪 Losing a talented employee or seeing a long-term projection go out the window is always a hard blow for a company. Turnover not only demotivates teams, it also represents a significant cost. Indeed, some experts estimate that the cost of staff replacement can amount to the equivalent of 6 to 9 months' salary! 👉 So it's crucial for companies to take steps to retain their talent and minimize this phenomenon. ( Adapted & translated from the original source below )

"... companies today are relying more and more on a multitude of levers to combat labor shortages.... It is therefore essential for every employer to identify the right balance between the various factors that make up total compensation in 2024, in order to make the most of the situation." Marc Chartrand, CRHA Distinction Fellow, ASC An insightful article in Les Affaires on the innovative approach needed to stand out as an employer and make a difference to employee well-being. #mentalhealth #hr #wellbeing #financialinclusion #financialwellness #financialwellbeing #employeewellbeing #humanressources #financialhealth #financialstress #AI #finance #fintech #technologies #fintechmtl #innovation

I have been reviewing the comments on article - whether on social media or l'Express itself. It is eye-opening to observe how many commentators have simply jumped to the conclusion that this work is a prediction exercise and how the focus quickly fell on the results of their work rather than the work itself. Let me pitch this to you: Imagine you are a retail outlet and a potential customer walks into your store. From that moment, you are able to collect #data on the person - gender, age range, hair colour, etc.. If that potential customer buys something from your outlet, you get additional data - product preference, average spend, name of person, etc... Every person entering your outlet is an opportunity for you to collect data based on their actions and traits which are obvious to you. But, what about that person who walked past your store and hesitated to walk in or chose to go to your competitors'... All in all, isn't *that* the information you actually need to be reviewing and considering? Why did they not walk in? Why did they go to my competitors? What could I put out there to reel them in? What is my business outlook missing today to be more attractive to those who simply pass me by? This really is like watching a train go by and missing the opportunity of its impact on your business. We fear #AI because we don't understand it. Yet, we also agree that AI is the future. I believe that this is the future of marketing and, whether you want it or not - the question has changed from 'why me?' to '#whynotme?'. Stephane Adam - I am so impressed by your product and its potential. I only wish you the best getting this out there and hopefully disrupting the way #businessdevelopment and #marketing happens in the industry.

So what would be the first Investment a young professional should make?