Some major grocery retails are good at discounting on a regular basis and usually have the $X.99 priced flyers and typically attach the "save!! $2/3/4" on top of that.
Take Walmart on the other hand…and look at how it does its pricing. All its prices are NOT rounded and in non-X.99 format(2.38, 5.37..etc) because it gives people the truth or at least the idea about what true value is and that they are being given the best and the lowest possible price.
Whereas in the other case, the consumer says "so Save $ 4 means you could have given me $4 off on that everyday if you wanted to, so you cheated me all along !".
Compensation is like that.Giving people what they deserve and what their true value is better(inversely to a grocery flyer…giving people the perception that if they make 12.7K a year is better vs. 10K) even if the latter still isn’t a stretch.
Compensation is like that.Giving people what they deserve and what their true value is better(inversely to a grocery flyer…giving people the perception that if they make 12.7K a year is better vs. 10K) even if the latter still isn’t a stretch.
Employees are assets, not liabilities. Compensate them with the best possible value or at least give them the perception that they are being given the best possible value, because if he/she finds out that they were being cheated all along, chances are if you try and match their compensation in a potential departure to a competitor situation, they won't look back.
No one likes the feeling of being cheated on food. Why should compensation be any different.
