It is important everyone at work receives a reasonable reward for their efforts. If not they may feel demotivated and unappreciated. Find out more about communication in the workplace and fair ways of measuring achievement.
We may not compare themselves against others on a day-to-day basis but if a colleague is perceived to be praised or rewarded unfairly we may become dissatisfied. Read more about how to audit skills and development, find out what keeps us motivated at work and learn more about how performance-based rewards benefit employees and organisations.
In addition to what is regarded as fair in isolation, we refer to a variety of benefits to compare what we provide and receive at work with the skills and contribution of colleagues.
Benefits and rewards
Equitable treatment is not only related to remuneration. We use a variety of factors to build up a picture of fair treatment. See the Knowhow guide to producing a staff handbook for more on fair working practices and policies. Less tangible benefits and rewards may include:
- size of desk or office space
- holiday allowance
- the amount of time and attention received from a manager
- a profile of tasks we are given to perform.
As well as pay, remuneration covers:
- other fringe benefits.
At some point we may look at whether our remuneration package is fair and compare it to the pay of colleagues. We may also compare our pay to what is offered by other organisations.
Dissatisfaction and demotivation can set in if we feel we are being treated inequitably. The important point is that 'we feel we are being treated inequitably'. We can try to find out what is causing this feeling - where and what is the perceived inequality? Once we know, we can address the problem.
We must ensure remuneration is fair in comparison with that of other people doing a similar role in the organisation and, where possible, with similar roles in other organisations.
For details on your rights under the law read our Knowhow page for an overview of employment law.