Client: One of my employees came in waving job postings they found online. They’re saying those jobs pay more and are demanding I match it with a raise. How do I handle this without losing them—or caving just because they saw an ad?
Consultant: This comes up frequently. Online postings can be misleading—sometimes inflated to attract candidates, or tied to roles with very different responsibilities, requirements, or locations. The key is to acknowledge the concern, explain how your pay structure works, and redirect the conversation toward their role and growth.
Client: So, I can’t just say, ‘That’s not how this works’?
Consultant: Tempting, and not the best approach. That could make them feel dismissed. Instead, you could say something like:
I appreciate you bringing this up. Job postings don’t always reflect the full picture—responsibilities, qualifications, and benefits matter too. Let’s talk about how our pay structure works here and review where your current role fits within it.
This acknowledges their point while keeping the discussion grounded in your organization’s practices.
Client: What if they push back and say, ‘I could go get this job tomorrow and make more’?
Consultant: Stay calm and don’t turn it into a dare. You might respond:
I understand you’re seeing opportunities out there. Our goal is to keep pay competitive and fair within the market and our budget. If you’d like, we can review the career paths here and what it would take to increase your earnings with us.
This shifts the focus from a threat to a constructive conversation.
Client: What if the posting really does show higher pay for a similar job?
Consultant: That’s worth noting. Sometimes market conditions change faster than pay ranges are updated. If you hear the same trend from multiple employees or notice turnover risks, it may be time for a market review. You could say:
Thanks for sharing that. We regularly review our pay to ensure competitiveness, and I’ll take this into consideration. For now, let’s talk about your role, your goals, and how you can continue to grow here.
That shows you take their input seriously without making a knee-jerk promise.
Client: What if they won’t let it go and keep saying, ‘I deserve more now’?
Consultant: That’s when you set boundaries. Be clear about process:
I hear your concerns, and compensation reviews happen at [specific time—annual cycle, performance review, etc.]. I’ll make sure your input is considered, and in the meantime, let’s focus on your development goals.
This reinforces structure and fairness.
Client: What if they start telling coworkers about the job postings and stirring things up?
Consultant: Pay rumors can spread quickly. Be proactive. Consider sharing general information with the team about how pay ranges are set, the difference between postings and actual offers, and your commitment to reviewing pay structures regularly. Just remember—stay high-level and don’t reference specific employees.
Client: Okay, so the steps are: listen, explain the process, redirect to their own role, and review if needed?
Consultant: Exactly. You don’t want to dismiss the concern, and you also don’t want to let a single job ad dictate your pay structure. Acknowledge, explain, redirect, and—if a real market shift is happening—address it strategically.
And if you’d like help reviewing market data or creating messages for employees about how pay is determined, we’re here to support you.