Pay Differently (Paperback)
Language: English
Published by Independently Published, 2026
- Softcover
- New
Seller: Grand Eagle Retail, Bensenville, IL, U.S.A.Grand Eagle Retail
AbeBooks seller since October 12, 2005
Condition: New
£ 19.69
Quantity: 1 available
Add to basketItem description from seller
Paperback. Everything we built was right for a world that no longer exists.For decades, compensation ran on a comfortable set of assumptions. Employees stayed for the long haul. Pay was a closely guarded secret. Markets moved slowly enough that last year's survey was good enough for this year's decisions. We built our philosophies, our job architectures, our merit cycles, and our incentive plans on top of that stability, slapped the label "best practice" on them, and stopped asking whether they actually worked.That world is gone. Tenure is short. Employees arrive at their reviews with data in their pockets. And pay transparency legislation is turning on the lights, one jurisdiction at a time, exposing every shortcut the profession has quietly taken.Paul Reiman has spent nearly thirty years on both sides of this story. He was the consultant who sold the frameworks, and then the operator who had to live inside them, sitting across from the employee who asked the hard question and knowing the honest answer was "because the system wasn't designed well enough to prevent this." He built some of the scars this book describes. Now he's arguing they have to go.Pay Differently is written for the compensation and HR leaders who already have an uneasy feeling about how their organizations handle pay, and want to understand both why it broke and what to build instead.Part One makes the case. It traces how a "best practice" is usually just a common practice with a better publicist, why your compensation philosophy is probably a poster on the wall, how your job architecture became a crime scene, and why the annual merit cycle is shoveling sand against the tide. It describes the loyalty tax, the quiet mechanism that systematically underpays the people who stay, and shows how transparency is about to make that gap impossible to hide.Part Two is the rebuild. Not theory, and not templates, but practical frameworks a practitioner can take back to their desk: a philosophy that can take a punch, a job architecture that survives the next reorg, compensation structures that communicate instead of confuse, policies people can actually follow, and an honest look at what AI does and doesn't change about the work.Along the way you'll meet the sales leader who asked "best practice according to who?", the company with nearly 5,000 job codes for 10,000 employees, the merit increase that worked out to thirty-five dollars a paycheck (but likely still mattered), and the insurance company whose salary range was less a range than a salary area code. The stories are real, anonymized, and are a big part of shaping how we need to pay differently. The dad jokes are included at no extra charge.This is not a lecture about fairness or a compliance checklist for the latest regulation. It's a clear-eyed, often a bit funny, deeply practical guide to building compensation programs that can survive scrutiny. Because in a transparent world, the gap between what you say and what you do is the thing that gets you in trouble.The old house is condemned. The good news is that the lot is valuable, the people who do this work are talented, and the rebuild is the most exciting work in compensation right now.It starts with paying differently. This item is printed on demand. Shipping may be from multiple locations in the US or from the UK, depending on stock availability.…
Seller Inventory # 9798181034280
- Title
- Pay Differently (Paperback)
- Author
- Paul J. Reiman
- Publisher
- Independently Published
- Publication year
- 2026
- Condition
- new
- Binding
- Paperback
- Language
- English
- ISBN 13
- 9798181034280
Everything we built was right for a world that no longer exists.
For decades, compensation ran on a comfortable set of assumptions. Employees stayed for the long haul. Pay was a closely guarded secret. Markets moved slowly enough that last year's survey was good enough for this year's decisions. We built our philosophies, our job architectures, our merit cycles, and our incentive plans on top of that stability, slapped the label "best practice" on them, and stopped asking whether they actually worked.
That world is gone. Tenure is short. Employees arrive at their reviews with data in their pockets. And pay transparency legislation is turning on the lights, one jurisdiction at a time, exposing every shortcut the profession has quietly taken.
Paul Reiman has spent nearly thirty years on both sides of this story. He was the consultant who sold the frameworks, and then the operator who had to live inside them, sitting across from the employee who asked the hard question and knowing the honest answer was "because the system wasn't designed well enough to prevent this." He built some of the scars this book describes. Now he's arguing they have to go.
Pay Differently is written for the compensation and HR leaders who already have an uneasy feeling about how their organizations handle pay, and want to understand both why it broke and what to build instead.
Part One makes the case. It traces how a "best practice" is usually just a common practice with a better publicist, why your compensation philosophy is probably a poster on the wall, how your job architecture became a crime scene, and why the annual merit cycle is shoveling sand against the tide. It describes the loyalty tax, the quiet mechanism that systematically underpays the people who stay, and shows how transparency is about to make that gap impossible to hide.
Part Two is the rebuild. Not theory, and not templates, but practical frameworks a practitioner can take back to their desk: a philosophy that can take a punch, a job architecture that survives the next reorg, compensation structures that communicate instead of confuse, policies people can actually follow, and an honest look at what AI does and doesn't change about the work.
Along the way you'll meet the sales leader who asked "best practice according to who?", the company with nearly 5,000 job codes for 10,000 employees, the merit increase that worked out to thirty-five dollars a paycheck (but likely still mattered), and the insurance company whose salary range was less a range than a salary area code. The stories are real, anonymized, and are a big part of shaping how we need to pay differently. The dad jokes are included at no extra charge.
This is not a lecture about fairness or a compliance checklist for the latest regulation. It's a clear-eyed, often a bit funny, deeply practical guide to building compensation programs that can survive scrutiny. Because in a transparent world, the gap between what you say and what you do is the thing that gets you in trouble.
The old house is condemned. The good news is that the lot is valuable, the people who do this work are talented, and the rebuild is the most exciting work in compensation right now.
It starts with paying differently.
"Synopsis" may belong to another edition of this title.
Grand Eagle Retail
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