Is it Time to Implement an Open Salary Policy?

Shefali Vasave | December 23, 2021 | 126 views

Every employee wonders what their coworker earns. A PayScale Compensation Best Practices Report revealed that employees quit their organization to seek higher pay elsewhere.

Many organizations have a policy that disallows employees from discussing their salaries. The Institute for Women's Policy Research conducted a survey of US workers. The survey revealed that almost 50% were either "contractually forbidden or strongly discouraged" from sharing salary information with coworkers.

However, multiple companies encourage employees to reveal their salaries. This is used as a recruitment tool to attract new candidates. But there are some cons as well.

Such transparency makes it difficult for employers to offer competitive salaries due to the levels of public scrutiny on their compensation packages
.
Does this mean organizations have something to hide? Is an open salary policy awful for your organization? Or is it time to employ salary transparency to the fullest?


The Pros and Cons of Transparency

Salary transparency is one of the hottest topics in the workplace. As a result, many organizations have adopted it, while others think that it will never work.

Salary transparency allows employees to demand fair pay and fight against exploitation. Sharing salary information helps them know what they're worth and how much their peers make and avoid getting underpaid. It also helps managers understand their employees' market value.

The downside of this process is that it can lead to envy and unhealthy competition between colleagues. It could also lead to some employees feeling like they need to undersell themselves. Such instances are disadvantageous when compared with their other confident peers.
Especially if they need more experience or education than other employees on the same level as them.

The Pros

A study found that salary transparencies at a company increases employee satisfaction and productivity. Open salaries enable employees to be more satisfied with their work and be valued for what they do. As a result, they are less likely to feel resentment or like they were shortchanged, leading to  lower turnover and improved engagement.

For example, Buffer and SumAll have adopted an open salary policy. They believe that transparency around benefits and compensation packages will lead to a more inclusive and diverse workplace.

Finally, it creates a trust-based workplace. Having transparency in compensation enables employers to initiate conversations around performance and improve communication with employees.

For instance, when SumAll, a New York-based tech startup, implemented an open salary policy, they were pleasantly surprised by its impact on hiring. Many candidates appreciated SumAll’s culture of transparency and ended up refusing job offers from tech giants like Google and Facebook in favor of the startup.


The Cons

Having an open salary policy means your competitors have a clear picture of your pay structure. It will enable them to poach your employees and offer them better pay and benefits.

The cost of implementing an open salary policy can be high. In addition, training employees on salary negotiation and compensation factors can be expensive. Resultantly, the process may expose sensitive information, such as salary gaps between different groups in the company.

Open salaries also create a pay-centric culture of work. As a result, employers are afraid it may become the only thing that defines a job role for employees.


3 Reasons to Switch to Open Salaries Now

Today, many companies aim to implement an open salary model. Despite the initial fear of causing disengagement and confusion, organizations are acknowledging the long-term benefits of making salaries public knowledge. So, here are three reasons why you should consider doing the same:

  • It is a win-win for both employers and employees.
Open salaries give freedom to companies and employees to determine the best working arrangements. This eliminates any surprises and reduces misunderstandings or resentment.

Some studies have shown that when people know what their peers are being paid,  they get the motivation to work harder in their jobs. So, are you looking to boost engagement in your organization? This may be the answer.

  • It can reduce gender pay gaps
The gender pay gap is a relenting issue across the world. If you are committed to bringing more equality and diversity as an organization, then an open salary policy could be one way of getting the ball rolling.


How to Implement an Open Salary Policy?

An open salary model offers benefits for both the company and the employees. Employees get a sense of transparency and security in their job, knowing that the job is not just a stepping stone. In addition, companies can improve on their recruitment and retention metrics.

“No two employers have the same talent goals, we philosophically believe the right eco-system for one organization may not be right for the next.”

- Scot Marcotte, Chief Technology Officer at Buck.

The implementation of an open salary policy starts with communication. You need to make sure  to   communicate the new policy to everyone, not just those who work at your organization directly. You also need to make sure  to share the reason behind  change. Also, what does it mean for your employees, and how does it help your organization overall.

It is time to make transparency the new norm for workplace salaries. Employers should disclose how much they pay employees based on position, gender, race, and ethnicity.

Employers can make money by hiring the right people at the right price with an open salary policy. In addition, transparency leads to higher wages and happier employees.


The Challenges of Implementing an Open Salary Policy in Startups & SMEs

Startups and SMEs have a lot on their plate, from funding to hiring. One of the problems entrepreneurs face is transparency with employees.

Implementation

The first challenge is that it can be a slippery slope when setting salaries for various positions. It may not be financially feasible for startups to offer attractive salaries like other companies.

Issue of equity.

How do you determine who gets more equity in the company? Employees are hired on the basis of their skills. It may be challenging to offer the same salary to someone who fills a small skill gap as someone doing major legwork within the same team. The third challenge is fairness. How do you ensure employees are compensated fairly?

Open salary policies can benefit employees when they promote transparency and fairness. However, it may not always be the best fit for startups and SMEs, especially in the early stages of growth.

It needs much more than a “you deserve this” approach to make an open salary policy work well. In the end, it is even more complicated than simply disclosing salaries.


To Conclude

In an open salary policy, salaries are not a secret. It starts with the company’s founders or executives setting a  public knowledge salary. Following this, each new hire will have their salary communicated to  staff and then published on a public website.

An open salary policy isn’t only about transparency in pay, though. It also means less secrecy and confusion around benefits, tenure of employees, performance reviews, and promotions. In addition, with all these being out in the open it makes it easier to have honest discussions with staff members on their progress and development within the company. It also lets them know how to work towards their goals and help them grow into more senior positions if they wish to do so.


Frequently Asked Questions


What are the benefits of an open salary policy?

The benefits of an open salary policy are that it can help eliminate income disparity, promote transparency, eliminate income disparity, promote transparency, and encourage individuals to seek out the best positions according to their skills.


What are the drawbacks of an open salary policy?

An open salary model can lead to wage stagnation. It can make it difficult for employers to attract and retain top talent if employers are not consistently increasing their salaries.

Spotlight

People HR

PeopleHR delivers an HR software administration solution for ambitious HR professionals working in small and mid-sized companies. Unlike manual or older systems that are frustrating to work with, the PeopleHR solution constructs insightful graphic reports, offers expert “follow me” guidance, and engages people on missions through high-impact tasks. Our hr software solution makes a difficult job more fun and helps aspiring HR professionals eager to earn a more prominent role in their companies’ success.

OTHER ARTICLES
PAYROLL

Increasing ROI through Digital Recruitment Marketing

Article | June 9, 2022

Marketing and recruitment are two of the most critical functions in a business. However, just as marketing is key to helping a business sustain in a cutthroat market and position itself as a go-to provider, recruitment marketing is key to winning the war for talent and positioning a company as a coveted workplace. Digital recruitment marketing, there are more avenues to recruit top talent than ever before. Not only does it offer a wide reach, but also the ability to keep track of campaigns and measure the return on investment from these efforts. In this way, you can build a talent community that ensures you have a steady supply of qualified candidates. This is why implementing solid recruitment marketing campaigns is so crucial. However, just like marketing, recruitment marketing requires investment, and marketing leaders must be able to justify these investments to their higher-ups. At its core, recruitment marketing shares much of its process with marketing. It helps to take lessons from how marketing leaders convince higher-ups to invest in their strategies to build a talent pipeline. Building a Business Case for Digital Recruitment Marketing Talent acquisition through recruitment marketing is undeniably effective. But it goes without saying that marketing is an expensive endeavour and when done without due diligence, it can cost your company a lot more than necessary and without yielding the results you’re looking for. In addition, with the same principles used to manage marketing campaigns, you have a better chance of justifying investment in digital advertising to recruit talent. By tweaking a few crucial pieces of marketing tools and techniques, you can craft a marketing strategy aligned to your recruitment objectives. Not all companies have the digital presence that large organizations can boast of. This is why reaching and engaging candidates, positioning an employer brand and designing an online candidate experience are so important. Digital advertising can address all of these objectives by helping create reach and awareness. But first, let’s talk about the key recruitment marketing metrics to track when implementing digital recruitment marketing campaigns. Metrics to Map for Tracking Recruitment Marketing ROI Your ability to build a case with recruitment marketing ROI is limited if you are not tracking the ROI from your digital advertising campaigns. Social Media You cannot track word of mouth, but you can track online conversations. No, it doesn’t mean you can hear what people are saying about the company, but social media recruitment marketing can uncover numerous insights. You can see how much of your audience your posts or ads are reaching, whether they are engaging with your posts by commenting, sharing, or liking it, and if it’s converting visitors into applicants. Pay-Per-Click Campaigns PPC campaigns are a common digital recruitment marketing strategy and are especially effective for reaching an intent-based audience looking for specific roles. PPC ensures your ad is at the top of the pile and gets immediate attention. Time to Hire From applying for a position to being hired, time-to-hire substantially demonstrates the success of your campaign. It requires you to track all the dates and stages of an application’s lifecycle. But what does it have to do with recruitment marketing? According to a study by Inc., the best candidates get recruited within 10 days on average, and your recruitment marketing campaign should contribute towards reducing your average time-to-hire for it to be considered effective. To Conclude These are just a few of the critical metrics you need to track in order to build a case for investing in recruitment marketing. A talent shortage and a competitive hiring landscape make it difficult to find the right talent on time. With digital advertising, you can create result-oriented campaigns that accelerate screening and evaluating candidates by reaching the right candidate personas. A recruitment marketing platform can help you actualize your campaign and adopt seasoned marketing strategies as part of your talent acquisition efforts.

Read More
PAYROLL

Listen and act: how to get employee experience management right

Article | June 15, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

Read More
EMPLOYEE EXPERIENCE

5 Things HR Can Do To Improve Employee Output

Article | July 13, 2022

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

Read More

6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

Read More

Spotlight

People HR

PeopleHR delivers an HR software administration solution for ambitious HR professionals working in small and mid-sized companies. Unlike manual or older systems that are frustrating to work with, the PeopleHR solution constructs insightful graphic reports, offers expert “follow me” guidance, and engages people on missions through high-impact tasks. Our hr software solution makes a difficult job more fun and helps aspiring HR professionals eager to earn a more prominent role in their companies’ success.

Related News

COMPENSATION MANAGEMENT,PAYROLL

iiPay Recognized for Innovative, Compliant Global Payroll Solutions for Clients

iiPay | November 29, 2022

Integrated International Payroll (iiPay), a market leader in cloud-based global payroll solutions, has been announced the winner of Reward Strategy's Global Payroll Award 2022. This is iiPay's second consecutive year in winning this important award highlighting increasing leadership in the global payroll market. "Congratulations to iiPay for winning the Global Payroll Award. iiPay has advanced the customer experience by providing valuable insights, driving automation, and changing the employee experience, iiPay distinguished itself through market leadership in fostering true partnerships with clients, reflected in their impressively high customer retention rate." -Michal Lodej, Group Editor at Shard Financial Media iiPay earned the Global Payroll Award based on its focus on simplifying global payroll for clients. There is increased demand in the payroll industry for automation, workflow, global reporting, analytics, and compliance. iiPay puts clients first and recognizes their clients' business challenges, provides expertise in complex international payroll, and delivers operational excellence using a single, innovative technology platform to unify global payroll processes. iiPay is honored to have been selected for Reward Strategy's 2022 Global Payroll Award for a second consecutive year, This award recognizes iiPay's relentless focus on changing the payroll experience for our clients to be a superior, reliable experience. Our proven operating model delivers continuous focus on technological innovation combined with an exceptional team. Payroll is about people and culture. Our compound annual growth rate of 52% reflects our commitment to our clients enabling them to integrate payroll into their corporate fabric,said Curtis Holmes, Chief Executive Officer, iiPay. This award builds upon the Global Payroll Award recognition in 2021, and the Global Payroll Association (GPA) Global Payroll Supplier of the Year Award recognition in 2020. Judges for such awards from these esteemed payroll organizations have years of payroll experience as leaders in their fields. They recognize excellence and can ascertain levels of distinction for the best of leadership, teamwork, and innovation. About iiPay iiPay leverages its' innovative, cloud-based technology offering clients an exceptional payroll experience in more than 170 countries. iiPay's solution empowers Payroll, HR, and Finance professionals with advanced data management, analytics, business intelligence, and reporting across all global payroll at any time. iiPay's relentless focus on client experience reflects the vision of the company to simplify global payroll – For Business. For People.

Read More

EMPLOYEE BENEFITS,PAYROLL

Paycom Rolls Out Vault Card

Paycom | November 30, 2022

Paycom Software Inc., a leading provider of comprehensive, cloud-based human capital management software, has announced the launch of the Vault Visa® Payroll Card. With the Vault card and mobile app, employees can get paid up to two days earlier every payroll cycle. It is a financial lifeline for families in a time of high inflation and eliminates the need to spend money on fees for cashing a payroll check. For organizations, offering this convenient option provides a competitive edge to attract and retain employees while helping reduce the administrative burdens related to traditional checks. Offered exclusively to clients of Paycom, Vault provides employees more control over their finances, including access to electronic deposit and 40,000 no-fee Allpoint® ATMs, commonly found at retailers like CVS® and Walgreens®, in the U.S. and Puerto Rico. Vault can also be used as an additional account for paying bills, shopping, vacations, entertainment spending and more. Other advantages for employee Vault card users include: easy access to spending power everywhere Visa debit cards are accepted Visa’s Zero Liability fraud protection simple enrollment through Paycom’s Employee Self-Service® access to numerous exclusive offers and perksfor Visa cardholders, including discounts for hotels, subscriptions, restaurants, retailers, services and more “This is another step to simplify payday and the way consumers spend their hard-earned money,” -Chad Richison, Paycom’s founder and CEO Enrolled employees can enjoy a fully electronic, secure funding experience using all of the security features Paycom and the Vault card have to offer. Upon successful Vault enrollment, employees receive a physical card as well as a digital Vault card to add to their mobile wallet, like Apple Pay® and Google Pay®. It also delivers big wins for employers by: reducing the inconvenience of paper-based payroll providing an edge in hiring and retention with attractive payday options for employees enhancing benefits to combat turbulence in the labor market reducing check fraud with secure electronic funding This latest payroll offering further complements Beti®, the self-service payroll solution from Paycom. Beti guides employees to find and fix payroll errors before submission. By correcting errors in Paycom's easy-to-use app, Beti ensures accurate payroll and eliminates administrative hassles. About Paycom As a leader in payroll and HR technology, Oklahoma City-based Paycom redefines the human capital management industry by allowing companies to effectively navigate a rapidly changing business environment. Its cloud-based software solution is based on a core system of record maintained in a single database for all human capital management functions, providing the functionality that businesses need to manage the complete employment life cycle, from recruitment to retirement. Paycom has the ability to serve businesses of all sizes and in every industry. As one of the leading human capital management providers, Paycom serves clients in all 50 states from offices across the country.

Read More

HR ANALYTICS, PAYROLL

isolved Preferred Partners Experience Strong Growth and Leading Customer Satisfaction

isolved | September 16, 2022

HR Tech Conference - isolved, a Leader in the NelsonHall Vendor Evaluation & Assessment Tool (NEAT) for Payroll Services and a recent Brandon Hall Group Excellence in HCM Award Winner for the Future of Work, has announced substantial new investments in its Preferred partner program following impressive growth through the channel. Brokers, human resource (HR) consultants, financial advisors, accounting professionals and other consultants who make up the isolved Preferred channel – are benefiting from highly competitive terms, strong conversion rates, local support, and industry-leading customer satisfaction when offering isolved People Cloud™ to their customers. isolved has experienced double-digit growth in partner-led referrals and sales after growing its partner channel by nearly 40 percent over the last 18 months – hand selecting and enabling each relationship – and investing in channel partner success. "isolved is a fantastic partner for us, We are not only confident in the technology they offer, but also the support they provide us and our clients. isolved gives us peace of mind that our clients will succeed from this partnership and so will we." -Garry Johnson, Owner and Founder of GLJ Benefits, a recent addition to isolved Preferred As isolved Preferred grows through focused strategic partnerships, the company is increasing investment in joint marketing and local channel resources to enable partners to win more and service better. Partners experience peace of mind when offering isolved People Cloud through continuous investment in the modern, futureproof platform, analyst advisory and recognition, over 100 top-rated badges for software and service through customer reviews, and a unique People Heroes model that encourages peer-to-peer engagement, customer education and empowerment. isolved embodies what Acrisure looks for in a relationship, isolved has innovative, forward-thinking people combined with state-of-the-art technology. We strive to bring best-in-class solutions to our clients that can solve problems using technology to bring efficiency, predictability and simplicity around key aspects that drive business. isolved's single sign-on, compliance-driven solution for managing Human Capital is an important element to helping our customers thrive,said Daniel Mannes, AcriSource Practice Lead. isolved is laser-focused on enabling and empowering partners and joint customers to grow and succeed. Continuous and new investments in isolved Preferred include: Dedicated Territory Channel Managers: To support partners with customer acquisition. Dedicated Field Marketing: To provide co-marketing opportunities for mutual brand growth, customer acquisition and retention. Extensive Event Footprint: To support partners' customers and to grow referral business, such as 15 national workshops recently announced alongside Pearl-level Preferred partner, Acrisure. Preferred Partner Portal: For real-time access to enablement materials and co-branded collateral. Personalized Learning Path: Available certification and career paths within People Heroes University to maximize customer investment and to help train partners. Awards and Accolades: To validate customers' investment in isolved People Cloud. Customer Community Experience: To onboard Partner customers onto isolved People Cloud with community-based resources within People Heroes Community and local roadshows to ensure a connected customer experience. isolved continues to invest in every area of our business, which has an immediate impact on our partners and the customers they refer, We are big enough to deliver industry-leading software and services our partners can rely on yet small enough to care, so that we're always there when they need us. There's no better time to become an isolved Preferred partner,said Lina Tonk, SVP of Marketing. isolved just wrapped up its most well-attended and most successful customer and partner conference, isolved Connect, to date and announced the 2023 location. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM technology. Our solutions are delivered directly or through our HRO partner network to more than five million employees and 145,000 employers across all 50 States who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, intelligently connects and manages the employee journey across talent acquisition, HR, payroll & benefits, workforce management and talent management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow.

Read More

COMPENSATION MANAGEMENT,PAYROLL

iiPay Recognized for Innovative, Compliant Global Payroll Solutions for Clients

iiPay | November 29, 2022

Integrated International Payroll (iiPay), a market leader in cloud-based global payroll solutions, has been announced the winner of Reward Strategy's Global Payroll Award 2022. This is iiPay's second consecutive year in winning this important award highlighting increasing leadership in the global payroll market. "Congratulations to iiPay for winning the Global Payroll Award. iiPay has advanced the customer experience by providing valuable insights, driving automation, and changing the employee experience, iiPay distinguished itself through market leadership in fostering true partnerships with clients, reflected in their impressively high customer retention rate." -Michal Lodej, Group Editor at Shard Financial Media iiPay earned the Global Payroll Award based on its focus on simplifying global payroll for clients. There is increased demand in the payroll industry for automation, workflow, global reporting, analytics, and compliance. iiPay puts clients first and recognizes their clients' business challenges, provides expertise in complex international payroll, and delivers operational excellence using a single, innovative technology platform to unify global payroll processes. iiPay is honored to have been selected for Reward Strategy's 2022 Global Payroll Award for a second consecutive year, This award recognizes iiPay's relentless focus on changing the payroll experience for our clients to be a superior, reliable experience. Our proven operating model delivers continuous focus on technological innovation combined with an exceptional team. Payroll is about people and culture. Our compound annual growth rate of 52% reflects our commitment to our clients enabling them to integrate payroll into their corporate fabric,said Curtis Holmes, Chief Executive Officer, iiPay. This award builds upon the Global Payroll Award recognition in 2021, and the Global Payroll Association (GPA) Global Payroll Supplier of the Year Award recognition in 2020. Judges for such awards from these esteemed payroll organizations have years of payroll experience as leaders in their fields. They recognize excellence and can ascertain levels of distinction for the best of leadership, teamwork, and innovation. About iiPay iiPay leverages its' innovative, cloud-based technology offering clients an exceptional payroll experience in more than 170 countries. iiPay's solution empowers Payroll, HR, and Finance professionals with advanced data management, analytics, business intelligence, and reporting across all global payroll at any time. iiPay's relentless focus on client experience reflects the vision of the company to simplify global payroll – For Business. For People.

Read More

EMPLOYEE BENEFITS,PAYROLL

Paycom Rolls Out Vault Card

Paycom | November 30, 2022

Paycom Software Inc., a leading provider of comprehensive, cloud-based human capital management software, has announced the launch of the Vault Visa® Payroll Card. With the Vault card and mobile app, employees can get paid up to two days earlier every payroll cycle. It is a financial lifeline for families in a time of high inflation and eliminates the need to spend money on fees for cashing a payroll check. For organizations, offering this convenient option provides a competitive edge to attract and retain employees while helping reduce the administrative burdens related to traditional checks. Offered exclusively to clients of Paycom, Vault provides employees more control over their finances, including access to electronic deposit and 40,000 no-fee Allpoint® ATMs, commonly found at retailers like CVS® and Walgreens®, in the U.S. and Puerto Rico. Vault can also be used as an additional account for paying bills, shopping, vacations, entertainment spending and more. Other advantages for employee Vault card users include: easy access to spending power everywhere Visa debit cards are accepted Visa’s Zero Liability fraud protection simple enrollment through Paycom’s Employee Self-Service® access to numerous exclusive offers and perksfor Visa cardholders, including discounts for hotels, subscriptions, restaurants, retailers, services and more “This is another step to simplify payday and the way consumers spend their hard-earned money,” -Chad Richison, Paycom’s founder and CEO Enrolled employees can enjoy a fully electronic, secure funding experience using all of the security features Paycom and the Vault card have to offer. Upon successful Vault enrollment, employees receive a physical card as well as a digital Vault card to add to their mobile wallet, like Apple Pay® and Google Pay®. It also delivers big wins for employers by: reducing the inconvenience of paper-based payroll providing an edge in hiring and retention with attractive payday options for employees enhancing benefits to combat turbulence in the labor market reducing check fraud with secure electronic funding This latest payroll offering further complements Beti®, the self-service payroll solution from Paycom. Beti guides employees to find and fix payroll errors before submission. By correcting errors in Paycom's easy-to-use app, Beti ensures accurate payroll and eliminates administrative hassles. About Paycom As a leader in payroll and HR technology, Oklahoma City-based Paycom redefines the human capital management industry by allowing companies to effectively navigate a rapidly changing business environment. Its cloud-based software solution is based on a core system of record maintained in a single database for all human capital management functions, providing the functionality that businesses need to manage the complete employment life cycle, from recruitment to retirement. Paycom has the ability to serve businesses of all sizes and in every industry. As one of the leading human capital management providers, Paycom serves clients in all 50 states from offices across the country.

Read More

HR ANALYTICS, PAYROLL

isolved Preferred Partners Experience Strong Growth and Leading Customer Satisfaction

isolved | September 16, 2022

HR Tech Conference - isolved, a Leader in the NelsonHall Vendor Evaluation & Assessment Tool (NEAT) for Payroll Services and a recent Brandon Hall Group Excellence in HCM Award Winner for the Future of Work, has announced substantial new investments in its Preferred partner program following impressive growth through the channel. Brokers, human resource (HR) consultants, financial advisors, accounting professionals and other consultants who make up the isolved Preferred channel – are benefiting from highly competitive terms, strong conversion rates, local support, and industry-leading customer satisfaction when offering isolved People Cloud™ to their customers. isolved has experienced double-digit growth in partner-led referrals and sales after growing its partner channel by nearly 40 percent over the last 18 months – hand selecting and enabling each relationship – and investing in channel partner success. "isolved is a fantastic partner for us, We are not only confident in the technology they offer, but also the support they provide us and our clients. isolved gives us peace of mind that our clients will succeed from this partnership and so will we." -Garry Johnson, Owner and Founder of GLJ Benefits, a recent addition to isolved Preferred As isolved Preferred grows through focused strategic partnerships, the company is increasing investment in joint marketing and local channel resources to enable partners to win more and service better. Partners experience peace of mind when offering isolved People Cloud through continuous investment in the modern, futureproof platform, analyst advisory and recognition, over 100 top-rated badges for software and service through customer reviews, and a unique People Heroes model that encourages peer-to-peer engagement, customer education and empowerment. isolved embodies what Acrisure looks for in a relationship, isolved has innovative, forward-thinking people combined with state-of-the-art technology. We strive to bring best-in-class solutions to our clients that can solve problems using technology to bring efficiency, predictability and simplicity around key aspects that drive business. isolved's single sign-on, compliance-driven solution for managing Human Capital is an important element to helping our customers thrive,said Daniel Mannes, AcriSource Practice Lead. isolved is laser-focused on enabling and empowering partners and joint customers to grow and succeed. Continuous and new investments in isolved Preferred include: Dedicated Territory Channel Managers: To support partners with customer acquisition. Dedicated Field Marketing: To provide co-marketing opportunities for mutual brand growth, customer acquisition and retention. Extensive Event Footprint: To support partners' customers and to grow referral business, such as 15 national workshops recently announced alongside Pearl-level Preferred partner, Acrisure. Preferred Partner Portal: For real-time access to enablement materials and co-branded collateral. Personalized Learning Path: Available certification and career paths within People Heroes University to maximize customer investment and to help train partners. Awards and Accolades: To validate customers' investment in isolved People Cloud. Customer Community Experience: To onboard Partner customers onto isolved People Cloud with community-based resources within People Heroes Community and local roadshows to ensure a connected customer experience. isolved continues to invest in every area of our business, which has an immediate impact on our partners and the customers they refer, We are big enough to deliver industry-leading software and services our partners can rely on yet small enough to care, so that we're always there when they need us. There's no better time to become an isolved Preferred partner,said Lina Tonk, SVP of Marketing. isolved just wrapped up its most well-attended and most successful customer and partner conference, isolved Connect, to date and announced the 2023 location. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM technology. Our solutions are delivered directly or through our HRO partner network to more than five million employees and 145,000 employers across all 50 States who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, intelligently connects and manages the employee journey across talent acquisition, HR, payroll & benefits, workforce management and talent management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow.

Read More

Events