⚒ | ＄ | ⏲⏲ | Collective profit-sharing helps to avoid such erroneous incentives and instead encourages behaviors that contribute to the company’s long-term success. Combined with sustainable corporate goals, this provides a positive form of internal competition that promotes cooperation and knowledge sharing, which drives innovation.

⚒⚒ | ＄ | ⏲⏲ | Especially in the innovation sector, equal pay for equal work is a fundamental condition for equal opportunities and for promoting talents. Even for companies with fewer than 100 employees, voluntarily conducting a regular equal pay analysis can make sense to uncover inequalities in the salary structure and to create transparency with respect to wages.

⚒ | ＄ | ⏲⏲⏲ | All performance and suitability indicators that can be uniformly specified and that are observable/measurable at the personal level can serve as objective promotion criteria. Objective promotion criteria raise the probability that the most qualified individuals will be appointed to expert and responsible roles. They increase the transparency of promotion decisions, resulting in higher acceptance of such decisions and a fairer perception overall.

By conducting an open salary negotiation, Comvation has taken a decisive step to create salary transparency within the company. Conducting the negotiation meeting in the presence of the entire development team allowed both employees and supervisors to reflect on their behavior in negotiation situations and uncover blind spots in the process.

⚒ | ＄ | ⏲⏲ | Wage transparency establishes a common knowledge base on salaries, and supports companies in initiating a meaningful dialogue around wages. In the long term, wage transparency contributes to developing an open culture of discussion, a trusting working atmosphere, and increased employee commitment. In the innovation sector, wage transparency also helps to retain highly qualified specialists and creative talents.