What’s fair pay really worth—to morale, retention, and company culture? As the saying goes, “You get what you pay for,” but compensation isn’t just about dollars—it’s about dignity. According to a 2023 Pew Research Center survey, 63% of workers who quit a job cited low pay as a major reason. Fair and strategic compensation planning matters more than ever. So how can organizations build systems that reward talent while fostering equity and trust? We asked experts across industries to share what humane compensation looks like—and why getting it right is essential for long-term success. Here’s what they had to say.

Market Data Plus Human Needs Equals Fair Compensation

Fair, human-centered compensation starts with understanding what truly matters to the people behind the roles—not just the roles themselves. I’ve seen companies obsess over benchmarking data and miss the emotional weight compensation carries. At spectup, we always advise clients to pair market data with internal conversations. What motivates your team beyond the paycheck? Security? Flexibility? Recognition? One time, we worked with a startup where equity was heavily weighted in comp, but no one really understood its value. Once we restructured the plan and introduced transparent walkthroughs of how it worked, morale genuinely shifted.

I’ve also found it’s crucial to differentiate between equality and equity. Fairness doesn’t mean everyone gets the same—it means everyone gets what they need to thrive. This is especially relevant in hybrid or international setups. One of our team members ran a comp audit for a client with remote talent across different regions; adjusting for local cost of living while keeping core roles aligned made a big difference in retention. And don’t forget performance transparency—reward systems tied to fuzzy or moving goals backfire. We push for clarity and collaborative input in setting targets so the process feels empowering, not punitive.

Lastly, check-ins matter more than annual reviews. If compensation discussions only happen once a year, you’re missing 90% of the real story.

Niclas Schlopsna, Managing Consultant and CEO, spectup

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Build Loyalty Through Value-Driven Compensation Strategies

I’ve spent my career leading teams in high-stakes environments, where fairness and humanity weren’t just ideals but necessities for mission success. When organizations design compensation strategies, they need to first understand what “fair” actually feels like to their people. It isn’t just about pay scales or market rates. It’s about people feeling valued for their expertise, sacrifices, and results. In policing, for example, officers didn’t care if pay aligned with the agency next door if it didn’t reflect the danger, complexity, and demand of their roles. The same goes for any industry. Leaders should spend time listening to the people on the ground. Ask them what feels fair and what feels human. Sometimes it’s not about higher salaries but about having benefits that truly support their families, opportunities to grow into better versions of themselves, and leaders who recognise their contributions with respect and authenticity. Compensation strategies can’t be built from spreadsheets alone. They’re built in conversations, by understanding what drives people to show up each day and what keeps them up at night. When you design for that level of humanity, you don’t just retain employees. You build loyalty, purpose, and a culture where people want to give their best.

Joshua Schirard, Director, Byrna

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Dignity Before Dollars: Compensation That Heals Healers

At Ridgeline Recovery, we don’t treat compensation like a spreadsheet problem—we treat it like a people problem. Fair, human-centered compensation starts with asking a basic question: What does it take for someone to thrive in this role—not just survive it?

The addiction recovery field is emotionally demanding. Our staff shows up for people at their lowest, carries trauma, and helps walk them through it daily. If we’re serious about healing, we need to start with the healers. That’s where our comp strategy begins.

We looked at market benchmarks—but we didn’t stop there. We talked to our team. We asked: What makes you feel valued? What financial stressors get in the way of you doing your best work? Then we built a compensation model around actual needs: living wages, tiered salary paths with real growth potential, and clear alignment between performance and raises.

Benefits matter too. We expanded mental health coverage, gave room for self-care days without penalty, and added training stipends—not as perks, but as necessities. Because if you’re asking people to give their all, you better be willing to invest in their capacity to keep going.

One thing we learned: transparency is everything. We publish pay bands internally. We don’t lowball in interviews. And when someone levels up, we show them how and why it happened.

Advice for other orgs? Stop hiding behind “competitive pay” and get specific. Build your strategy around dignity, not just dollars. Listen to your people. And remember—your culture starts with how you compensate.

That’s how you build loyalty. That’s how you keep the right people. And that’s how you lead with values, not just numbers.

Andy Danec, Owner, Ridgeline Recovery LLC

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Beyond Job Titles: Compensation That Values People

Compensation strategy is more than just a financial statement, it is a move towards values. The most forward thinking organization moves towards building systems that are both human-centric and equitable. Generally, employees need to know why they are getting the extra edge and telling them that keeps the reason multiplying. 

Fairness requires data but humans require context. It simply means considering more and beyond the job titles. Moreover, the real impact is when you, being an organisation owner, is to understand the realities of your workforce. Our reward structure goes beyond the base salary including meaningful, career development, and mental support. Ultimately, this deepens the loyalty and builds a strategy that is stronger than ever before.

Ansh Arora, CEO, Inspiringlads

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Pay as Trust: Transform Compensation Into Belonging

In my two decades of experience in digital transformation, one thing has stuck out to me about compensation design: it is not just math – it is trust. What I have seen at Weidemann.tech is that some of the most resilient organizations are treating pay not as a cost center but as a cultural signal.

There was a fintech we worked with that was seeing turnover destroy the continuity of its products. That came to a turn when the teams there co-created a compensation framework. We developed pay tiers that were inspired by skills rather than titles. People could actually see ways they could grow (we included lateral moves too). Within six months, internal mobility was up 43% and voluntary attrition was cut to almost half.

But here is the kicker – they did not stop at fairness – they applied a human lens to pay. They included mental health stipends, remote-flexible bonuses, customized recognition (even sabbaticals and surf retreats). From what started out as a paycheck, was transformed into a story of belonging.

What were the results? Retention and velocity. When people feel seen, they stay. When they stay, they build.

Fair and human-centered is not fluff. It is a scalable building block.

Martin Weidemann, Owner, Weidemann.tech

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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