The Foundation of Company-Wide Pay Conversations
Join our expert live on January 5, 2027 or watch anytime on-demand
Included in All-Access MembershipLive Webinar
On-demand available!
Live Webinar LIVE EVENT
On-Demand Webinar Available Customer Satisfaction Guarantee Learn with confidence. If you're not happy, we'll make it right. That's our guarantee.
This transformative online webinar tailored for managers, HR professionals, operations professionals, and business owners. In today's business environment, discussing salaries is more than a transaction; it's an emotionally charged conversation that can significantly impact employee morale and retention. With most employees relating their self-worth to their compensation, it becomes imperative for those in leadership roles to navigate these discussions with tact and understanding. This webinar is designed to equip you with the necessary skills and insights to handle these delicate conversations, ensuring a positive outcome for both the employee and the organization.
Your Benefits for Attending:- The Foundation of Company-Wide Pay Conversations:
- Learn about the importance of initiating company-wide discussions on compensation.
- Understand how these conversations set the stage for successful individual pay discussions.
- Explore strategies to foster transparency and trust within the organization regarding compensation.
- Navigating Various Pay Structures:
- Discover the differences between public and hidden pay structures.
- Analyze the advantages and challenges of each approach.
- Gain insights into selecting the most suitable pay structure for your organization.
- Balancing Satisfaction and Dissatisfaction in Compensation:
- Explore the paradox of how compensation can both satisfy and dissatisfy employees.
- Learn strategies to manage and mitigate dissatisfaction related to pay.
- Gain insights into fostering a positive perception of the company’s compensation policies.
- Preparing Managers for Tough Questions:
- Equip yourself with answers to challenging questions about disparities in raises, equal pay for equal work, and bonus structures.
- Understand how to address sensitive issues like salary reductions and pay differences.
- Understand how to balance empathy with professionalism in these sensitive conversations.
- Learn how to maintain morale and fairness in complex compensation scenarios.
This webinar is not just another training session; it's a crucial step towards empowering you and your organization in mastering one of the most sensitive aspects of management—compensation conversations. By attending, you'll gain a profound understanding of how to align pay discussions with your company's values and objectives, ensuring that your best employees remain engaged and motivated.
Whether you're a seasoned HR professional or a business owner taking on HR responsibilities, this webinar will provide you with the tools and confidence needed to handle compensation conversations with finesse, leading to improved morale, productivity, and retention in your organization.
-
Wendy Sellers
Wendy Sellers, MHR, MHA, SHRM-SCP, SPHR has 25 years of experience in HR, change management, operations, strategy, corporate culture, and leadership development in all size businesses (local startup to global enterprise) in a wide variety of industries including healthcare, professional services, hi [...]
HRCI Credit
SHRM Credit
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
Invest in your future with confidence! Our Customer Satisfaction Guarantee eliminates all risk, letting you focus purely on mastering new skills and advancing your career. If you're not completely satisfied, we'll ensure you are. Your satisfaction is not just a promise; it's our guarantee.
Reviews From Past Webinar Surveys
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees, sharing their thoughts on the speaker's performance.
Shatina T.
May 12, 2020
5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
Thanks!
Shatina T.
May 12, 2020
5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
Thanks!
Karen T.
May 11, 2020
4.5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
4.0 Stars
Do you have any other comments, questions or concerns?
no comment
Becky H.
May 11, 2020
4.5 / 5
Satisfaction Rating:
4.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
I really like that she is honest and realistic about how quickly things change.
Mikako M.
May 11, 2020
4.5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
4.0 Stars
Do you have any other comments, questions or concerns?
no comment
Jon F.
May 9, 2020
3.5 / 5
Satisfaction Rating:
4.0 Stars
Follow Schedule:
3.0 Stars
Do you have any other comments, questions or concerns?
Today's presenter, Wendy Sellers, was pushing an agenda of fear and recommending extreme and unrealistic measures. Making all office staff take their temperature with a person standing there and waiting a few minutes to be tested (and retested based on weather) is simply NOT realistic, and office staff would not accept waiting in line for 5-10 minutes (or worse) every time they enter the office. This is simply not realistic, and it's even worse for many companies that specify an official starting time like 8AM for all office staff to facilitate everyone being there when needed by management or customers. Requiring office staff to wear masks is also not realistic in my view, and I think we'd get a lot of resistance. Neither is taking people's fans away. Requiring fans to be under one's desk would be a lot more feasible, and just as effective. In addition, Wendy made absolutely no mention of testing to identify those who already have immunity and therefore should have no fear of returning to the workplace at all. Top Immunology lab experts confirm people would have immunity after recovering or being assymptomatic, and a person would simply die if they did not develop some form of immunity! Preventing those 65 and older from returning to the office, while allowing 64 year olds to do so is also arbitrary and frankly discriminatory. We need more practical solutions that can actually be implemented without extreme disruption to the business. She should have specified different recommendations for retail/store businesses and headquarters or backoffice staff as well. The review of CDC, EEOC and ADA guidelines was helpful, but practicality needs to be considered. At the end of the day, we need our people to feel comfortable collaborating with each other as opposed to viewing each other as a vector or threat. Clearing those who have immunity and those who are otherwise healthy and say they're not concerned, while accommodating others by allowing them to continue working remotely without asking them specific health-related questions is a lot more realistic. The reality is, we need better solutions than what Wendy Sellers presented today.
Liza W.
May 8, 2020
4.5 / 5
Satisfaction Rating:
4.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
no comment
Brandon E.
May 8, 2020
5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
no comment
Brandi C.
May 8, 2020
5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
Too much data to cover in the amount of time allowed
Jane S.
May 8, 2020
5 / 5
Satisfaction Rating:
5.0 Stars
Follow Schedule:
5.0 Stars
Do you have any other comments, questions or concerns?
Well done webinar and I appreciate the support beyond the webinar via LinkedIn and Facebook.
viewing 971 to 980 of 993
Frequently Asked Questions
Preparing managers for compensation conversations is one of HR's most important responsibilities because these discussions profoundly affect employee morale, trust, and retention. Effective preparation includes ensuring managers understand the company's compensation philosophy and how it determines pay levels; equipping them with talking points for common difficult questions—such as why raises differ across employees, how pay equity is maintained, and how bonuses are calculated; and practicing scenarios involving emotional reactions or pointed fairness questions. Managers should know what they can and cannot disclose, and they should be confident enough to hold the line on decisions while showing genuine empathy. Role-playing exercises and manager-specific FAQ sheets are practical tools. Wendy Sellers, with 25 years of HR experience, addresses this comprehensively in Aurora Training Advantage's The Foundation of Company-Wide Pay Conversations webinar, offering HR-approved frameworks for guiding managers through these sensitive discussions.
Pay transparency—openly sharing compensation information within or outside the organization—offers significant potential benefits but also real risks that HR must manage carefully. Benefits include reduced pay discrimination, stronger employee trust, clearer alignment between pay and performance, and a competitive advantage in recruiting markets where candidates increasingly demand salary information upfront. Risks include employee dissatisfaction when perceived inequities become visible before they are addressed, manager discomfort with justifying pay differences, and competitive exposure if salary data is too broadly public. Organizations exist on a spectrum from fully confidential pay to total transparency, and the right position depends on the company's culture, readiness, and compensation equity status. HR must ensure pay structures are defensible before increasing transparency. Aurora Training Advantage's webinar on The Foundation of Company-Wide Pay Conversations, led by Wendy Sellers, helps HR and leadership teams navigate this balance strategically.
Compensation conversations—whether handled well or poorly—have an outsized impact on employee morale and retention. Research consistently shows that it is not just pay levels but how pay decisions are communicated that drives employee sentiment. Employees who receive clear, respectful explanations for their compensation—even when the news is less than they hoped for—tend to remain more engaged and loyal than those who feel dismissed or misled. Managers who can articulate the company's pay philosophy, acknowledge an employee's contributions, and provide a realistic view of future opportunities create a foundation of trust even in constrained compensation environments. Conversely, vague or evasive responses to pay questions fuel resentment and accelerate attrition. Wendy Sellers addresses this dynamic in Aurora Training Advantage's The Foundation of Company-Wide Pay Conversations webinar, providing HR and managers with the language and frameworks to turn potentially difficult discussions into retention-positive interactions.
Pay structures range from fully transparent—where salary bands are published internally or externally—to fully confidential, where individual pay is known only to the employee and HR. Transparent structures offer significant advantages: they reduce the likelihood of pay discrimination, simplify compensation conversations, and give employees a clear line of sight to future earning potential. Hidden structures preserve managerial flexibility and protect business-sensitive information, but often fuel speculation, perceived inequity, and distrust. A middle-ground approach—sharing salary bands and the criteria that determine placement within them, without revealing individual salaries—is increasingly popular and often satisfies both equity and confidentiality goals. The right approach depends on organizational culture, legal environment (several states now require pay range disclosure in job postings), and compensation equity readiness. Aurora Training Advantage's pay conversations webinar with Wendy Sellers provides guidance for organizations evaluating which structure best serves their workforce.
Company-wide pay conversations operate within a growing legal framework that HR must navigate carefully. The National Labor Relations Act (NLRA) protects most private-sector employees' right to discuss their own wages with coworkers, meaning policies that discourage pay discussions may be unlawful. Equal pay laws—including the Equal Pay Act, Title VII, and state-level statutes—require that pay disparities between similarly situated employees be based on legitimate, documented factors such as experience, performance, or seniority. Several states and localities now require employers to include pay ranges in job postings. HR must also consider how manager communications during pay discussions could create legal exposure if they inadvertently misrepresent company commitments. Training managers on what they can and cannot say during compensation conversations is essential. Wendy Sellers covers these legal dimensions in Aurora Training Advantage's Foundation of Company-Wide Pay Conversations webinar, helping HR teams design communications that are both effective and legally sound.