Top of the pay scale: Now what? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Top of the pay scale: Now what?

Get PDF file

by on
in Admin Pro Forum

Question: Our small law firm has several administrative staff members nearing the top of the pay scale (both in our organization and for similar jobs in our region). We're not in a position to raise their salaries indefinitely, but we need to keep them energized and excited. Any suggestions? - Barbara DeClemente


Have you tried giving them some sort of flex time? Possibly working some from home or a certain amount of flex hours.

Being on the receiving end of that issue, I'm sure they understand the salary cap as I do. If they are capping, most likely they've been there long enough to understand many things about the company to have good insights. Asking for their opinions, and even acting upon them when feasible is a huge incentive and energizer for many. Free lunches, gift certificates, flexible hours are always good perks too. But "power" perks go a long way with some..

Give them a nice cash bonus. May not increase the weekly pay but will let them know you care and appreciate their hard work

You can also offer a bonus in lieu of a pay raise. That has happened to me in my current position. You do need to periodically review your salary structure to make sure your ranges are in keeping with salaries in your geographical area.

Salary bonuses are the way to go, if they've capped out. Should be accompanied by a card or letter thanking them for their long service and their contributions and loyalty to the firm.

When I worked years ago at a local newspaper, the salary was basically BAD. However, the up-to-date computer, software, and layout equipment made it MUCH easier to take! My theory has always been that if you had no control over the salaries (like at a state facility) at least make sure the equipment is top knotch! A bonus is great too!

Create a new "rewards" system for the group that includes banked time, flex time, cash bonus, dscounts for day-care, gas cards, gift certificates etc. Have a meeting with them and ask for their input.

Give them some respect, freedom to make important decisions, and recognize them when a victory is achieved. This is far more important than money.

We have flex time which is 5% of our base salary which is converted into hours, and can be taken in time off. It's nice to have. Ours is a use or loose it. In our case, at the end of the year if you haven't used it they pay us. This could be like a bonus pay that they could use in either time or pay.

I have been in the legal profession for over 10 years and have been active in nals...association for legal professionals ( NALS has over 5000 members, offers excellent education (online and various conferences), as well as an excellent certification program for legal professionals. Throughout my career, at firms of all sizes, I have benefitted from my participation in NALS. I also believe that the firms I've worked for also received a benefit from my participation. When I changed firms, one of my criteria is their support of their employee participation in NALS.

Leave a Comment

Previous post:

Next post: