Team member compensation can be tricky. No one really wants to talk about it, yet it’s top of mind for everyone. In 2018, it’s no longer enough to simply offer competitive salaries and perks – it’s also crucial that your team has transparency into exactly how their compensation is determined. Does this mean total salary transparency is the logical path for every company? I applaud companies like Buffer who’ve made salary transparency at the individual level work well for several years, but at UpBuild, we’ve decided it’s not the path for us right now. Even so, in thinking about our core values, it was important to us to design a transparent, fair, and attainable rewards system. A system that is available and easily understood by everyone (both internally and externally) and that’s based on intentional rewards for measurable progress vs. arbitrary raises determined by gut feelings.
When thinking about this system, it’s important to remember it’s exactly that: a system. If we want UpBuild to be the best place for technical marketers to work, we should be thinking about how we can compensate them in ways that support many different areas of their life. This post is about how we’ve chosen to do that. [Read more…] about Compensation at UpBuild