公开分享薪酬并不是实现薪酬透明的正确方法
不久前，一名前谷歌员工为了提高办公室里的薪酬透明度，制作了一个电子表格让同事们分享自己的薪酬信息。在过去两周里，我看到有许多媒体报道与此事有关，而且很多评论都说其他人也应该这么做，效果非常好。
我理解这种评论的动机。大家都想确保自己在薪酬上得到了公平对待。从表面上看，与同事公开讨论薪酬来对抗薪酬不平等听起来是个可行的解决方案。但这其实是个糟糕的想法，理由如下：
薪酬待遇从来都不简单
某个职位的薪酬通常会在一个区间内，而不会是固定值。从事同一工作的员工的薪酬会在一个区间内，不一定都会获得相同的薪酬。
这不是员工薪酬机制的运作方式。影响一个人薪酬的因素有很多，比如多年经验、特殊技能组合、证书、管理经验、绩效等。
除非你还打算要求所有人在分享他们薪酬的同时分享简历和绩效评估，否则你不可能知道让你和同事的薪酬不相等的所有因素。
你的雇主也会和“劳动力市场”中争夺同一种人才的其他雇主比较薪酬。雇主们通过地理范围、行业、组织规模以及其他因素来定义劳动力市场，这些因素都会影响员工的薪酬。一个组织也会在多个劳动力市场中争夺人才。
比如，在西雅图，从小初创公司到谷歌、微软、亚马逊和 Facebook 等科技巨头都在争夺科技人才。如果雇主想要雇佣软件开发者和其他相关工人，就必须提供比人力资源、销售、营销等部门更好的薪酬待遇。
因此，工程经理的薪酬不大可能和人力资源经理的薪酬一样。你也许不喜欢这种情况，但这实际上很公平。市场对人力资源经理的争夺并不激烈。
我们都是凡人
你是否觉得公开和同事分享薪酬会让事情变得难堪呢？绝对会这样。一些人赚的比其他人多，而如果公司内没有对薪酬差异的公开讨论，你就会自己想为什么会出现这种差别。
人们肯定会产生愤恨情绪。很可能工作中的确存在一些歧视，也可能是其他人的条件更好，因此可以要求更高的薪酬。
因此，尽管我认为薪酬透明至关重要，但在电子表格中分享薪酬并不能解决薪酬平等的问题。误解这一数据的空间太大。
而且，肯定有一些人对公开和同事谈论薪酬感到不适。这些人怎么办呢？如果他们不愿意和同事分享自己现在的薪酬，是否他们就不应该在薪酬上获得平等对待呢？
我们和他们的对立并非解决之道
真正的薪酬透明应该是雇主和员工间的公开对话。根据随意分享的误导数据而向人力资源部门要求薪酬平等，这不大现实。
谷歌（和其他雇主）需要从这次事件中吸取的教训是，当和雇员就薪酬策略以及实践沟通不畅时，当公司无法确保薪酬机制依然公平时，员工们就有了猜测的余地。
而员工的猜测不大可能对公司有利。缺少信息自然会导致信任崩溃。
最近我们做了一项员工调查，询问他们是否认为自己目前获得的薪酬低于自己应得的。结果显示，有 55% 认为自己的薪酬低于市场价的人，实际上的薪酬就是市场价或高于市场价。人们通常不会因为自己的薪酬低于市场价而离职，但会因为认为自己的薪酬低于市场价而离职。
如果公司对于薪酬策略太过于守口如瓶，他们就有可能因为误解而失去自己最优秀的员工。
而如果确实存在不公平的地方，坦诚公司将如何消除不平等对于维持员工的信任就很有用。比如，Salesforce 首席执行官马克·贝尼奥夫 (Marc Benioff) 最近宣布 ，将积极审视公司内任何可能导致男女共同不同酬的问题，他将仔细检查全公司 1.6 万名员工的薪酬情况。
他也承认，要解决这一问题可能要花几年时间，但这是他公开承诺的第一步。其他公司也可以仿效，更公开地讨论薪酬实践。
这并不意味着要公开所有人的薪酬，而是要主动地和员工讨论薪酬。对薪酬进行保密的坏处要比好处多。
Sharing Salaries In A Spreadsheet Is Not The Way To Pay Transparency
I’ve seen a lot of media coverage in the last couple weeks regarding one former Google employee’s effort to bring more paytransparency to her workplace by creating aspreadsheet for co-workers to share their salary information with one another. Since that story broke, the commentary has been along the lines of, “Yes! You should do this, too. Just tell everyone what you make. It will work out great.”
I understand the motivation. Everyone wants to ensure they’re being paid fairly. On its face, battling against potential pay inequity by openly discussing pay with co-workers sounds like a valid solution. But here’s why it’s actually a terrible idea.
Compensation Is Not That Simple
Salaries typically fall within a range, rather than being a set number for a specific position. Different employees working the same job will hopefully be somewhere within that range, but won’t necessarily have identical salaries.
That’s not how employee compensation works. There are many factors that may have an impact on someone’s compensation — years of experience, special skill sets, certifications, management experience, performance, etc.
Unless you’re planning to ask everyone to share their resumes and performance evaluations along with their salary, you can’t possibly know all the factors that may have impacted a co-worker’s compensation compared to your own.
If companies are too close-mouthed about how they set compensation … they risk losing their best employees over a misunderstanding.
Your employer is also hopefully comparing pay data at your organization with similar employers competing for the same talent in your city — what’s called a “labor market.” Employers define labor markets using geography, industry, the size of the organization and a number of other facets that can have an impact on compensation for employees. A single organization may be competing for talent in more than one labor market.
For example, in Seattle, the tech talent pool is highly sought after by companies ranging from small startups to the tech giants Google, Microsoft, Amazon and Facebook. If you employ software developers and other related workers, you may have to be more competitive with pay packages for that set of employees than you would be for other departments — human resources, sales, marketing, etc.
So, a manager in engineering likely won’t make the same salary as a manager in human resources. You don’t have to like it, but that actually is fair. The market for human resource managers simply isn’t as competitive.
We’re Only Human
Do you think things might get awkward if you share your salary openly with your co-workers? It absolutely will. Somebody is going to be making more than somebody else, and if there isn’t an open dialogue happening with your company about why people are paid theway they are, you’re left to figure out why the differences might exist.
Resentment is almost guaranteed. It’s certainly possible that there’s some discrimination at work. It’s also possible that someone has better qualifications than you, and therefore demands a higher salary.
So while I believe transparency around pay is essential, sharing salaries in a spreadsheetisn’t going to solve issues around pay equity. There’s too much room for misunderstanding the data and what it actually is revealing.
Also, some people will just never feel comfortable talking openly about their own pay with peers. What about them? Do they not deserve fair pay if they’re not willing to share with co-workers what they’re currently making?
Us Versus Them Is Not The Path Forward
True pay transparency should be an open dialogue between employers and employees. Storming your HR department to demand fair pay based on what could be misleading data shared haphazardly is unlikely to result in what you really want — fair pay based on the current labor market for your position and qualifications.
What Google (and other employers) need to take away from this is that when you’re notcommunicating well with your employees about your compensation strategy and practices, and how you as a company are ensuring that pay remains equitable, you leave room for speculation.
People are not always leaving companies because they’re underpaid, but because they believe they are.
And the speculation is unlikely to be favorable. A lack of information naturally leads to a breakdown in trust.
We recently asked our employee survey respondents whether they believed they were underpaid. It turns out 55 percent of those who felt underpaid were actually paid at or above market value. People are not always leaving companies because they’re underpaid, but because they believe they are.
If companies are too close-mouthed about how they set compensation — what data they use, how they determine their labor markets, why employees fall where they do within a range — they risk losing their best employees over a misunderstanding.
And, if pay inequities do exist, being open about how the organization is attempting to remedy those inequities can go a long way in maintaining trust with employees. Salesforce CEO Marc Benioff, for example, recently announced that he’s actively examining any issues that may exist around a gender pay gap at the company by closely examining the salaries of its 16,000 employees.
He has admitted that it may take a couple of years to rectify all the issues, but it’s a first step — and one that he’s making publicly rather than behind closed doors. Other companies would be wise to follow suit and discuss compensation practices more openly.
That doesn’t mean posting everyone’s salary up on the wall, but it does mean being proactive about discussing compensation with your employees. Keeping it secret does far more harm than good.
来源：TC
科技企业未来将推崇的工作模式：远程办公编者注：本文作者Luboš是一个环游世界的设计师，同时也是Toptal设计团队的负责人。
远程办公还是一种比较新奇的工作方式，但是据报道称，到2020年，大约50%的技术公司中将会有超过30%的员工使用远程办公，而这个观点乍听上去有些不可思议。但不管是员工还是公司，他们都能从远程办公这一趋势中获益。
1）办公地点自由
远程工作给予了人们选择自己喜欢的工作地点的机会。注意，我指的是任意一个工作地点！只要那里有网络连接，你就可以在任意一个地方办公，甚至是在南极（如果那里有一家星巴克）。在你转移到下一个工作地点之前，你需要考虑以下的因素：
①互联网质量
②服务质量
③犯罪率
④天气
⑤开销
关于以上的因素，我强烈建议你访问Nomad List，在那儿你可以发现所有进行你下一次“探险”所需要的信息。Nomad List上的信息都是由全球的数字化游民直接提供的。（猎云网注：Nomad List是一个互联网工作者城市排名。）
2）开销
但是远程办公最大的优点是什么？可以不穿衣服工作？当然不是！是你可以选择住在生活成本更低的地方。从一个国家获得薪水，而在另一个国家进行消费，这会带来巨大的好处。想象一下你可以拿着旧金山地区的薪水（或者更低一些）并且不需要支付旧金山湾区高昂的租金。你可以根据你的喜好选择任意一个你喜欢的地方，并且可以省下一大笔钱。这笔钱有多少呢？下面这张图可以告诉你答案。
如果你可以进行远程办公，那么你就可以节省下很多钱，因为你的开销会变少。
想想经济稳定可以给你和你的家人带来多少好处。你不用再局限于寻找当地的工作了。赶快行动吧！
3）你会觉得孤单吗？
请记住，远程办公不同于坐在办公室里办公。你身边没有其他人。你不能够和你的同事在咖啡机旁边闲聊。你需要拥有一个成为远程办公者的正确心态（或者你需要培养这种心态），有些时候你可能会觉得孤单。但你还有很多可以联系到其他人或者团队成员的方式，比如说通过meetup、Skype和Slack等等。
最终，你需要成为一个强大的个体来处理好所有的事情。远程办公不一定适合所有人。
4）团队交流
请记住远程团队也可以像其他团队一样工作，甚至在工作过程中会运用类似的工具。我在Toptal公司工作，在没有建立一个办公室的情况下，我见证了这家公司从7名员工发展到100多名员工。整个公司都是进行远程办公，包括工程团队、设计团队、销售团队、用户成长团队等。我们的其中一位联合创始人Breanden在创建公司后，就一直在不停地旅游。你也许觉得这不可思议，但确实没有其他大公司像我们这样运作。
那我们该如何进行团队交流呢？
日程交流和会议工具——Slack和Skype
每周展示—— GoToMeeting
任务管理—— Trello、Jira以及Freshdesk
团队管理——Custom Tools
合作协作——Invision、Trello以及Collabshot
利用上述所有工具，进行适当的时间安排，你可以远程运营一个公司。此外，你还需要记住，如果你要召开会议，请保证会议内容“快、准、狠”，这样所有人能够重新投入各自的工作。要知道，开会不一定就是好的！
5）设计 VS 远程办公
近五年来，我一直进行远程办公。如今，我是Toptal设计团队的负责人。在我的职业生涯中，我发现了一些很有趣的事情。
A）远程办公很难创造出一些令人惊叹的设计产品。
你可以轻易传递98%的正确信息，然而解决剩余2%的小误差却非常困难。这是为什么呢？这是因为有些东西确实很难在网上进行沟通。与身处同一个房间的开发者进行交流和在线与开发者进行交流，这两者之间还是有区别的。相信我这两者绝对不同！
B）这需要花费更多精力。
相比日程工作，你需要在更多细微的方面通知和鼓励员工。从根本上来说，你需要将你的内在精力分享出来给其他人。
C）你需要让传递信息变得更加直观。
当你向团队或者开发者递交反馈时，内容是什么其实无关紧要，你需要保证的是你对反馈内容进行了正确且直观的描述。
5）那么你如何能够远程创建更好的产品呢？
事实上，我们已经发现了一种最有效的方式：首先对产品的创作采用完全远程办公的方式，然后隔一段时间后，让设计团队聚在一起进行头脑风暴、改进每一处小细节、休整并且调动团队的积极性，之后所有人都可以回到各自的办公地点。理想情况下，每3或4个月进行一次会面是比较有效率的。大家在一起的时间不应该超过2周，否则你将失去动力。
这一切都是关于时间安排的问题。你应该根据产品创建的状态来安排团队会面。
6）远程办公的未来
还有一件事让我感到好奇。随着越来越多的公司开始提供远程办公（因为成本、当地缺乏有才华的员工或者其他方面的原因），我很好奇远程办公将会如何影响经济。会有更多的人在一个国家挣钱，却在另一个国家花钱，随着这类人群数量不断上升，这将会影响一些国家的经济。
Remote work is the future!
What they haven’t told you about remote work.
Working remotely is still a relatively new style, but according to reports almost 50% of tech companies will have more than 30% of their workforce operating remotely by 2020, which sounds crazy and awesome all at once. Both employees and companies will gain some huge benefits from this trend.
1) Freedom to choose location
Going remote gives people the opportunity to choose any location they like. And I mean any location. As long as there is a proper internet connection, you can work from every location, even from the South Pole (if there is a Starbucks). Always keep in mind the following factors before moving to your next location.
Quality of Internet
Quality of Services
Criminality
Weather
Costs
For all these things I highly suggest you visit Nomad List, where you can find all the information you need for your next adventure! All information there is curated and directly from digital nomads all over the world.
2) Costs
But what’s the biggest advantage? Being able to work naked? No! It’s that you can choose to live in places with better costs of living. Getting a salary from one country and spending it in another is a huge benefit. Imagine having a San Francisco salary (or even lower) without needing to pay the awfully high rent in the Bay Area. You can choose any location you like based on your preference and save tons of money. How much money? Let’s check out this small example below.
If you’re able to work remotely, you will actually be left with more money because your expenses are way lower.
Think about such the benefits that financial stability would give you and your family. You don’t need to only search for local jobs anymore. Be smart.
3) Do you feel alone?
Keep in mind that remote work is not like working in the office. You simply don’t have anyone around you. You can’t go and chat with someone next to the coffee machine. You need to have the right mindset to be a remote worker (or you will need to develop it), and you sometimes might feel lonely. But there are always options to connect with people and teammates via meetups, Skype, Slack, etc.
At the end of the day, you need to be a really strong individual to be able to handle all of these things. Remote working is not for everyone.
4) Team communication
Keep in mind that remote teams can work like any other team that you’re used to, and even use similar tools in their process. I work at Toptal, which I’ve seen grow from 7 to 100+ employees without ever having an office. The entire company is remote, including the engineering team, design team, sales team, growth team, and more. One of our co-founders, Breanden, has been traveling non-stop since starting the company. You might think that’s crazy, and there really is no other big company doing things like this.
How do we do this?
Daily communication and meetings — Slack and Skype
Weekly Demos — GoToMeeting
Task Management — Trello, Jira, and Freshdesk
Team Management — Custom tools
Design Collaboration — Invision, Trello, Collabshot
With all of these tools and proper scheduling, you can run an entire company remotely. Additionally, keep in mind that if you have meetings, keep them quick and to the point so everyone can get back to their work. Meetings are toxic.
5) Design vs. Remote Working
I’ve been working remotely for almost 5 years, and now leading the design team at Toptal. During my career, I’ve found out a couple of interesting things.
A) It’s harder to deliver awesome products (design-wise) remotely.
It’s easy to deliver things 98% correct, but fixing the 2% worth of tiny differences can be tough. Why? Some things are simply harder to communicate online. There is a difference between iterating based on interactions with a developer who is in the room and one who is online. Trust me there is! :) You simply can’t go and tell them move a certain button 3 pixels up.
B) It consumes a bit more energy.
You need to inform and motivate people way more remotely than in regular work. You basically need to share a lot of your internal energy and give it to other people.
C) You need to get way more visual.
When you deliver feedback to your team or to a developer, it doesn’t matter what it is, you need to make sure that everything is described properly and also has good visualisations.
5) So how do you build better products remotely?
We’ve actually found out the most efficient way to do this: Work fully remotely on the product, then after a period of time travel to one place together to brainstorm, polish every little detail, recharge, and motivate the team, and then everyone can move to a different location again. Ideally you should do this every 3/4 months to be effective, and you shouldn’t be together longer than 2 weeks, otherwise you will lose momentum.
It’s all about timing. You should manage these meetups based on the product state.
6) The future of remote working
There is one more thing I’m curious about. Since way more companies are going to start accommodating remote working (due to costs, lack of local talented employees, and other benefits), I’m curious how much it’s going to affect the economy. Many more people will be earning money in one state and spending all of it in another country, which could affect the economy as the volume of people doing this rises.
Luboš is a Designer traveling all over the world. He is also leading the design team at Toptal. And constantly talking about design.
Source:Medium
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