Stigma

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Cecilia Manduca working in a company, to decide where each employee gets their own paid

, Where the 25-year-old Cecilia Manduca does, it is a "pay-self-assessment-procedure". Simply put, the workers decide how much they are worth and that they should be paid.

Recently, it is a £forgive 7,000 increase in pay, the annual salary of £37,000.

"I had to ask a lot of doubt, increase," she told BBC Radio 5 Live Wake Up To money.

"There has been a lot of conversations with other people. I was aware that my job had Changed . I was aware, I was way over my goals.

"I knew that from a rational point of view I deserve that higher rate. But I had a lot of self-doubt and I felt kind of greedy, because there's always a Stigma - a feeling that you should be happy with what you have.

"When I spoke with my colleagues internally, and asked for advice, the advice they gave me was that Yes, I deserved it and I was Worth It . "

your employer, grant tree, helps UK companies get government funding and all of its 45 employees set their own salaries, you can check as often as you like.

Self-set is the latest innovation in the companies that want to compete for The Top talent and show they offer The Most attractive terms and conditions of employment.

"no means no"

The exact process varies from company to company.

The grant tree staff first collect information about you, what others elsewhere are paid for roles similar to your own, Cecilia told BBC Radio 5 Live Wake Up To money, you would have to spend in other words, how much The Company has to replace it.

Then you will see how much The Company can afford to pay you, and you consider how much they have grown as individuals, as they started for the first time. to make

"on the basis of this data a proposal that is reviewed by colleagues," says Cecilia.

"That's very important, because the colleagues are there to Say Yes or no, or to approve. They are there to ask questions and get a little feedback.

After that, the feedback from The Employee opts for a figure.

"The Key point is that no one has to prove it; once you make a decision that you are paying now happened," she says.

What goes on

Cecilia said that two employees at the grant tree actually chose voluntarily their numbers reduce amended in accordance with their responsibilities.

colleague grant tree help each other check on how much you value of

The Company >, the pick-your-own pay-plans have a way of checking whether the in the control of colleagues or an upper limit of the total paid in wages and salaries.

The personnel Department of the organisation, the CIPD, told the BBC that this type of work can increase pay transparency.

However, it warned the strategy could backfire without careful implementation, as well unlimited vacation meant some of the staff actually took less time than before.

For Charles Towers-Clark, The Boss of the software company, Pod-group, The System seems to work smoothly.

His 45 employees have decided on their own pay for two years leads to a 10% increase in the total wages and salaries paid, and an enormous increase in employee retention.

" Are you Worth It ?'

If someone wants the Pod-group of your salary, they say, the HR Director, shall appoint six employees to give feedback.

Occasionally, employees have asked for far More Than the market rate, he says.

"It's not that people greedy, is it a lack of understanding," he says.

"A fairly Junior person that does not understand that the salary increase that you asked was too much, she was to ask for an increase of 50% on your salary, which is far More Than The Role value.

"It was your decision, but I told her: 'you can take it, but if you don't is inefficient or their value is justified, then the end is only in one direction.

"it reduces what you asked. "

Within budget

Tom Hardman is chief operating officer at Smarkets, where 120 employees set their own salaries. As Pod's group, share data and information to company personnel to ensure that their pay-informed requirements, and reasonable.

"A very important part of the salary is to be sure employees understand that budgets need to be adhered to," he explains.

Tom Hardman company asks the staff to check whether a pay increase is within the budget

"So as part of a content-process, we have a discussion about what resources are available, what is the cash we have in The Bank and how much to spend, we can afford the salaries.

"as long as we bring people together to find the discussion, we tend to be, the people are very responsible, if this power is given. "

armed

At the moment, to set the tendency for the employees of the their own figures, is limited to only a handful of companies, mostly in the tech industry.

But if it is a success, then it could spread to, to help, to the end of the traditional workplace to discuss taboo about their salary with colleagues. to pay

Certainly, for Cecilia, this method of setting has transformed your relationship with your co-workers, so that it is open and less from each other.

"colleagues, give them feedback, make sure that you are undercutting yourself and that you are always rewarded for so much as they are worth.

"This is not really happen in a normal company, where you negotiate your salary, and you try as much as you can, but The Other person is trying to give you as little as possible. "

pay, companies, employment

Source of news: bbc.com