Job satisfaction centers on a few foundational elements, starting with compensation and the people around you. Fair pay is the baseline, competitive pay attracts talent, and exceptional pay retains top performers by removing financial concerns. Compensation functions as a signal of respect and value, and should include base salary, equity, and performance bonuses with transparent criteria for increases. Managers must proactively advocate for appropriate budgets to keep people valued. Employees also seek growth through smart, respectful colleagues who provide challenge and learning opportunities. High performers pursue environments that accelerate development.
Fair pay is the baseline. Competitive pay is the magnet. Exceptional pay is the reason someone stops taking recruiter calls. Compensation isn't just about money. It's about respect. People associate their salary with how much they're valued, trusted and taken seriously. If your top performers feel underpaid, you're not only risking turnover, but also signaling that excellence isn't worth rewarding.
It means high enough to remove money from the list of concerns. You want your people to focus on doing meaningful work and not negotiating a raise every year or calculating how many extra hours it takes to afford a vacation. Aside from base salary, this includes equity, performance bonuses and clear, transparent criteria for increases. When people understand how pay decisions are made and believe the system is fair, they stay longer and give more.
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