How do you create transparent salary structures that do justice to both individual performance and the requirements of the company? How can employees understand and actively shape their own development?
We at doubleSlash already asked ourselves these questions a few years ago and developed our own career and Salary model developed.
doubleSlash salary structure and performance development: a transparent step model
For us, it is essential that the link between salary development, competence and performance is clear and comprehensible from the employee's perspective. That is why we have chosen the approach of designing our salary model so that salary development begins well before the annual appraisal.
This model creates a transparent remuneration structure throughout the company and is based on clearly defined salary levels that are directly linked to competence levels and position requirements. This classification of positions is particularly important for companies that are not bound by collective agreements: each position receives a salary range that meets the specific requirements in terms of competence, experience, responsibility and impact.
Both performance and salary development are based on these levels.
For a comprehensible salary development, the creation and agreement of concrete development targets and/or performance targets is a must. These can be set over a period of one year, for example. Ideally, perspective targets are also agreed. These represent the medium to long-term development of an employee towards a target image, e.g. a desired position or role in the company.
To ensure that our salary levels always remain in line with the market, we regularly compare them with current market data. This not only strengthens our competitiveness in recruitment, but also plays a key role in the long-term retention of our employees.
Good personnel cost planning is the basis for establishing and maintaining this salary structure. It enables salary levels to be adjusted in line with the market as well as individual, performance-related salary developments.
But our path to development and transparency goes even further. With our 360-degree assessment tool, we create additional transparency in individual salary formation through participation and integrate employees' perspectives through systematic feedback. In this way, we promote holistic and sustainable development that strengthens our corporate culture and involves every individual.
Our tool as a flexible companion
The success of this strategy and the use of the tool makes us proud, as it illustrates how important participation and transparency are for a healthy corporate culture. Based on our own experience, we now support companies from the outset, develop structures together with them and create transparency that ensures trust and motivation throughout the entire team.
Our approach is as individual as the culture of each company itself. Our tool opens "doors" exactly when the company is ready for them - according to the respective needs and goals. It is designed in such a way that it can accompany companies flexibly on their journey. For example, you can decide which modules should be activated and in what order - depending on your requirements and values. Initially, simple feedback processes can be introduced to provide employees with regular and constructive feedback. Later on, career models and salary levels can be defined that are in line with the performance and future prospects of the teams. This creates a structure that is not only efficient but also motivating.
Why transparency in the salary structure is so important
For companies that have not yet thought about these issues, there is now a decisive reason to take action: The Remuneration Transparency Act comes into force in 2026 and brings with it a new dimension of transparency. This law will oblige companies to make their salary structures clear and transparent - a challenge, but also a great opportunity. Transparency not only promotes employee satisfaction and loyalty, but can also send a strong signal of trust in company management.
How our tool can help
Our 360-degree evaluation tool is much more than a performance evaluation system. It is a key to systematically and transparently designing salary structures and career paths:
- Salary levels and career models: You can establish transparent salary structures that are based on individual skills and performance and show clear development paths.
- Structured feedback processes: Comprehensible feedback and appraisal meetings help employees to better understand their own development and recognize how their performance is evaluated.
- Flexible and customizable: Our tool adapts to your culture - you decide which steps and modules you activate and when.
Now is the time to actively shape the future of the company - towards more transparency and participation. Together, we can open the doors to a new world of work in which each and every individual recognizes their own value and can rely on a clear career and salary structure.
Curious about how we implement this? Here you can find more information on our website.
