How To Run A Compensation Review Meeting

In running a compensation review meeting, thoroughly prepare by analyzing pay scales, reviewing employee performances, setting clear meeting agendas, communicating effectively and objectively about compensation changes or decisions, ensuring fairness and transparency throughout the process.

A Compensation Review Meeting is a critical discussion held between employers and employees, typically on an annual basis, to review, analyze, and adjust the compensation packages offered to the employees. The meeting covers subjects like salary, bonuses, benefits, and other forms of compensation, against factors like job performance, market trends, cost of living, and the organization’s financial health. The primary aim of this meeting is to ensure a fair, competitive, and rewarding compensation system that both retains and motivates employees, while also aligning with the organization’s strategic goals and budget constraints.

What is the purpose of a Compensation Review Meeting?

The purpose of running a compensation review meeting as a leader is to assess and discuss the performance of employees in relation to their compensation packages. It allows leaders to ensure fairness, transparency, and consistency in the distribution of rewards while motivating and retaining top talent. It also provides an opportunity to address any concerns or grievances regarding compensation and create a positive and engaged workforce.

How To Run A Compensation Review Meeting: Step-By-Step


Step 1: Pre-Meeting Preparation

As a meeting expert, it’s vital to gather and analyze all relevant data such as market compensation trends, individual performance metrics, and historical pay decisions. This involves understanding the budget limitations and evaluating how these constraints impact overall compensation. This process aids in making informed decisions on pay structures and salary adjustments.

Our tool, ZipDo, seamlessly transitions meetings from your calendar to a dedicated collaborative workspace. This space allows for the creation of a communal agenda, with space for input from all team members. By facilitating better preparation, ZipDo not only makes meetings more efficient but also streamlines the entire process surrounding meetings.

ZipDo, our tool, offers a solution for the seamless preparation of team meetings. It centralizes past session information, including agendas and meeting notes, making it accessible for meeting leads. This organization aids in efficient preparation and ensures that nothing important is overlooked.

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Step 2: Set Meeting Agenda

Create a comprehensive meeting agenda that covers key points to be addressed including: compensation policies review, scrutiny of market data, assessing employee performance, evaluating equity in pay structures, and discussing necessary adjustments in light of findings and other influential factors.

Our platform, ZipDo, facilitates the integration of calendar appointments into a single collaborative space. This space is dedicated to constructing a joint agenda, where every team member has the opportunity to add their topics. By doing so, it guarantees more comprehensively prepared meetings, optimizing efficiency and easing the preparation and follow-up stages.

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Step 3: Introduce the Purpose and Agenda

Initiating a meeting, clearly communicate its purpose and key objectives to everyone present. Outline all agenda items in detail to provide a clear structure, ensuring every participant comprehensively understands the chronological flow and context of the imminent discussion, encouraging smooth, efficient dialogue.

ZipDo, developed by our team, serves as a bridge between your calendar and a collaborative workspace designed for each meeting. It encourages the compilation of a shared agenda, with inputs from all team members. This collective effort ensures better-prepared meetings, leading to enhanced productivity and streamlined meeting management.


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Step 4: Review Individual Performance

Consider each individual’s performance in relation to their current compensation, scrutinizing closely their professional accomplishments, achieved objectives, and comprehensive contribution to the organizational growth. This evaluation is significant to ensure a balanced correlation between performance quality and financial recognition.

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Step 5: Discuss Market Trends

Presenting relevant data and information on current trends concerning compensation for comparable roles in the market is instrumental. It assists the company in determining if its compensation is competitive. By analyzing industry standard salaries, bonuses, and benefits, we can assess our standing and strategically address discrepancies to attract and retain top talent.

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Step 6: Review Compensation Structure

Review the company’s existing compensation packages, policy, and structures meticulously. Compare these details with relevant market data, keeping the company’s budget and strategic objectives in mind. Scrutinize the information to identify any existing discrepancies or anomalies. Formulate a plan to address any gaps or outliers noted during the review process.

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Step 7: Propose Compensation Adjustments

After much consideration of performance reviews, current market tendencies, and our existing compensation framework, it may be necessary to propose adjustments. These modifications could encompass salary increases, bonus allocations, or alterations to benefits. This approach ensures that our remuneration package remains competitive and fair, supporting both employee motivation and company growth.

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Step 8: Feedback and Discussion

Ensure sufficient space for attendees to give feedback on suggested changes. Engage in an open dialogue regarding reservations or queries anyone may have. Guaranteed fairness of attention to all voices is crucial; everyone should feel heard and validated. Your inclusivity in this process will optimize the quality of collaboration and decision-making.

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Step 9: Final Decision

Post thorough deliberation and consideration of all pertinent factors including employee performance, company’s financial situation, market trends, and feedback, it becomes essential to make final decisions regarding any alterations to compensation. This ensures pay equity, motivation, and job satisfaction among employees.

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Step 10: Document and Communicate

Ensure that all changes and decisions made during the meeting are thoroughly documented. This should include specifics about alterations to compensation plans. Next, construct a comprehensive communication strategy designed to inform all relevant parties, particularly affected employees, about these compensation changes.

Questions to ask as the leader of the meeting

1. “What were your key achievements and contributions to the company this year?” – This question helps the leader evaluate the employee’s performance and determine if they have exceeded expectations or met their targets.

2. “Were there any significant challenges or obstacles you faced while working on your projects?” – This question aims to understand the employee’s ability to overcome obstacles and assess their problem-solving skills.

3. “How do you feel about your current compensation package?” – This helps the leader gauge the employee’s perception of their current compensation and whether they believe it aligns with their performance and contributions.

4. “Have you taken on any additional responsibilities or tasks since your last compensation review?” – This question helps identify any increase in the employee’s workload or any new skills they have acquired, which may warrant an adjustment in their compensation.

5. “Have you received any feedback or recognition from clients, colleagues, or supervisors regarding your work?” – This question allows the leader to determine the employee’s impact on others and their overall reputation within the organization.

6. “What are your career goals and aspirations for the upcoming year?” – This question helps the leader understand the employee’s professional ambitions, which can directly impact their compensation and development opportunities.

7. “What other compensation or benefits would you value or find motivating?” – This question allows the leader to consider additional perks or rewards that may incentivize and satisfy the employee, contributing to their overall job satisfaction and engagement.

To prepare a compensation review meeting agenda as a leader, start by determining the desired outcomes of the meeting and identifying the specific compensation topics to be discussed. Include time for a review of employee performance, market analysis, and a discussion on any changes being made to the compensation structure. Finally, allocate time for questions, feedback, and action item follow-ups.

How To Prepare For A Compensation Review Meeting
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During a compensation review meeting, it is crucial to discuss several key topics. These include performance evaluations, salary benchmarks, market conditions, employee feedback, and the overall compensation strategy. By addressing these areas, the organization can ensure fair and competitive compensation practices while motivating and retaining its employees.

See Our Compensation Review Meeting Template
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Software tools to facilitate a Compensation Review Meeting

Software helps leaders run compensation review meetings with efficiency and accuracy. It streamlines the process by automating data collection, calculation, and analysis, resulting in more accurate and fair compensation decisions. It also provides real-time visibility into employee performance and market data, enabling leaders to make informed decisions and effectively communicate the rationale behind compensation adjustments. Ultimately, software simplifies and improves the overall experience of compensation review meetings for both leaders and employees.

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Running a successful compensation review meeting is no small feat. It involves in-depth preparation, transparent communication, efficient management, and informed decision making. It’s critical to approach these meetings with empathy towards your employees and a full understanding of your company’s compensation strategy. Meetings should be fair, logical, and backed by comprehensive data. Employee questions should be anticipated and thoroughly addressed. Though these meetings might be challenging, they are fundamental in ensuring employees feel valued and essential for your team. By following these guidelines, business leaders can guarantee a much smoother and more effective compensation review process, thereby cultivating a positive work atmosphere and enhanced employee satisfaction and retention.

Popular Questions

What is a Compensation Review Meeting?

A Compensation Review Meeting is a formal discussion between an employee and their manager or HR, where the employee’s current compensation is evaluated. This includes their base salary, bonuses, and other benefits. It’s an opportunity to adjust wages based on changes in roles, responsibilities, performance, or market trends.

When should a Compensation Review Meeting take place?

Generally, such meetings take place annually, often tied to performance reviews. However, they could occur more frequently depending on the organization’s policies, changes in roles, or market changes.

What factors are considered during a Compensation Review Meeting?

Several factors are evaluated during these meetings, including the individual’s performance or achievements, changes in their roles, responsibilities or skill set, the organization’s overall performance, market salary rates, and internal parity within the company.

How can I prepare for a Compensation Review Meeting?

Preparation involves understanding the factors that influence your compensation and how they align with your performance. Review your job responsibilities, achievements, market wage rates for similar roles, and make a list of your contributions to the company. Being well-prepared will help you articulate your value effectively.

Can I negotiate during a Compensation Review Meeting?

Yes, you have the opportunity to negotiate during a Compensation Review Meeting. It’s important to go into the meeting with a clear understanding of your worth according to your responsibilities and achievements, and the current market rates for your position. If you feel that your current compensation does not reflect these elements adequately, you should be prepared to explain why and provide supporting evidence.