Comp Conversations: Strategies for Compensating a Geographically Distributed Workforce

3 Comp Strategies to Manage a Distributed Workforce

A geographically distributed workforce is one where employees work in many different locations. This can pose several unique challenges. But before you even start thinking about time zones, communication, and collaboration – you need to get compensation right. It’s a tricky issue that many employers struggle with.

What’s Fair and How Do You Decide?

Two employees doing the same job in the same office can expect to receive similar compensation. But what if they’re remote workers?

Imagine two remote employees, one in high-rent San Francisco and the other in rural Arkansas. They’re doing the same job, but their cost of living is radically different.

In a traditional office setting, you’d expect salaries to be higher in San Fran – but do these expectations still apply when employees could be based literally anywhere?

This becomes even more complicated for global companies with employees in many different countries.

A Changed Landscape

COVID-19 changed expectations when it came to working from home (WFH). Today, 37% of companies say more than half their employees work remotely. And there’s no sign that this trend will reverse any time soon.

But don’t worry, help is at hand.

In this 20-minute Comp Conversation, Courtney LeCompte discusses 3 strategies you can employ to compensate your geographically distributed workforce.

She’ll walk you through the strengths and weaknesses of each approach and the key factors to consider before choosing the right one for your organization.

In this webcast, you’ll learn:

1. 3 different compensation strategies to manage a geographically distributed workforce
2. The key factors you need to consider when choosing a strategy
3. How to implement that strategy