Mindtree's Case For Pay Transparency

With pay transparency, Mindtree has been able to keep its top talent attrition below 15 percent

- Anushree Sharma

Among the many topics one shouldn't broach at the workplace, discussing salaries with coworkers has long been considered one of the biggest offenses. It's natural to feel squeamish talking about money, particularly when it's tied to the value of your skills and hard work. However, there is a lot of pay-injustice issues associated with the world of work today. Some of the most common questions and concerns raised by employees are:

I am getting paid unfairly Why is a poor performer getting paid more than me? I want to quit because I am being paid low

When employees don't know how their pay compares to their peers', they're more likely to feel underpaid and maybe even discriminated against. In fact, ask yourself this question -- Do you want to work at a place that tolerates the idea that you feel underpaid or discriminated against?

A similar sentiment was shared by Mindtree when they felt a spike in attrition amongst employees and also a dip in their performance due to lack of clear pay and incentive guidelines. This led to a need to lay down guidelines and publish the process so that there would be no compensation related retaliations or grievances from the employees or their managers.

Sanoj Kumar, Program Director, People Function at Mindtree shared that “The analysis derived from data recorded in our internal discussion tool and attrition reports indicated a trend in compensation related dissatisfaction among the campus batches, employees who are part of technical panels to interview external candidates, employees who work out of the client offices and our top performers.”