Amy Cell Talent Blog

There is an expression that says, “People will join an organization for the salary, but will stay for the benefits.”

But what exactly is included in “benefits”?

The level and mix of benefits that you provide should be aligned with the specific goals of the organization and needs of their employees.

I was captivated this summer while binge watching HBO’s hit series featuring the Roys, Kendall, Roman and Shiv, as they battled it out for control of the family company. As an HR professional, there were so many cringe worthy scenes as the patriarch pitted his kids against each other, and I was glued to my couch.

This topic is hotter than a hotdog fresh off the 4th of July BBQ grill!

Right now, we are working with clients on a variety of compensation projects. Not surprisingly, we find that many employers have compensation structures that are out of whack due to inflation and the persistent battle for talent. Savvy job seekers have done a nice job advocating for themselves. There are also emerging pay transparency laws that have caught some employers off guard. Worse, many employers don’t even have a compensation structure.

Okay, I couldn’t resist a nod to the late, great Tina Turner, as I sat down to reflect on this ambiguous and often overlooked topic.

Many years ago, a colleague of mine quoted Peter Drucker’s view of culture, “Culture eats strategy for breakfast.” Now, after working with hundreds of different companies, I appreciate culture (and Drucker’s observation on its voracity) more than ever.