领导力之声 • 9 分钟阅读
CHRO 对激进薪酬透明的主张
JUN 13, 2026
Publishing salary ranges feels terrifying until you realise that your employees already know more than you think. One CPO makes the case for going further than the law requires.
透明度究竟意味着什么
当我谈论薪酬透明时，我并不只是指在职位广告中公布薪资范围，尽管那是必要的最低要求。我的意思是愿意解释薪酬决策背后的逻辑：为什么薪级定在那个位置，是什么决定了个人在薪级中的位置，薪酬晋升如何运作，以及晋升标准是什么。没有这些背景，薪资范围就只是一个数字；有了这些背景，你就在为信任关系奠定基础。
我最常听到的反对意见
对薪酬透明最常见的反对意见是：如果员工发现同事收入更高，他们会不高兴；这会限制我们做个人薪酬决策的能力；而且披露我们支付多少会损害我们在招聘中的竞争地位。以我的经验来看，这些都站不住脚。前两个问题只有在你没有持续且公平地做薪酬决策时才会出现，在这种情况下，透明度是开启必要对话的催化剂，而不是问题的根源。第三个则与证据相反：薪酬透明的组织吸引来的申请者更多，而不是更少。
How I implemented it
We started with salary bands: designing a job architecture, benchmarking every role, and publishing the band for each grade across the organisation. We trained managers to have pay conversations using the bands as a framework. We ran a pay equity audit before publishing and corrected any gaps we found. The first few months were uncomfortable: there were questions we had not anticipated and a few employees who found out they were in a lower band than they expected. But two years in, pay-related grievances are down 60%, and our offer acceptance rate for external hires is at its highest level in five years.
