You HAVE to pay your team members more

Coming at you this week with a hot take - you HAVE to start paying your team members more money.?

If you're thinking "oh, I'm all set here, I pay my team members great" - then?forward this email and share this episode with a fellow team leader or business owner who might need a little nudge so they can follow your lead.?

Sure not everyone is motivated by money, but I'll tell you one way to ensure people will be?less?motivated: to feel like they're being underpaid or taken for granted. And in this episode of Managing Made Simple, I break down why.?

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This all might seem obvious, and I know it's hard to justify raises and bonuses when budgets are tight or revenue is flat.?

But?when considering what you are paying someone on your team, I want you to ask yourself the question, and be brutally honest: “Would I do a good job at this job for this pay?” If the answer is no, it’s time to rethink your strategy. A well-paid, well-motivated team is not just a nice-to-have; it’s a necessity for achieving your business goals.

### Here’s a Sneak Peek at What You’ll Learn:

**The Real Cost of Underpaying:**

I break down how paying at the low end of market rates or stretching roles to fit smaller budgets can backfire. Think lower employee morale, increased turnover, and ultimately, a less productive team.

**The Trifecta of Priorities, Expectations, and Performance:**

Discover why it’s crucial to align pay with performance, and how doing this can ensure your team is motivated to give their best.

**Setting Clear Expectations:**

Learn the importance of transparency around raises, bonuses, and promotions. When your team knows how and when they can grow, you eliminate guesswork and entitlement... ok at least?some?of?the entitlement?;)

?? Ready to make a change? Listen to the full episode on Apple or Spotify , and start rethinking your compensation strategy today.

### A Word of Advice:

Evaluate the titles and responsibilities you’re assigning. Hiring someone with the title “VP of Marketing” means they're going to?expect an executive level salary and probably a team to implement all of their ideas. If you have a smaller team or actually need someone to be more tactical and hands on,?“Marketing Manager” role might be more fitting (and cost-effective)?title.?

As always, if you have any questions or need support with anything when it comes to managing your team, send me a DM on LinkedIn or email me at [email protected]