What sounds like a massive change to the salary structure is actually a reality. For example, doubleSlash increased the salary levels for its employees by an average of seven percent in 2021, six percent in the previous year and eight percent in 2019. In some cases, inflation was close to zero or even negative in those years.
For employees who climb one or two salary levels at the same time as the current increase, this could result in salary jumps of more than 20 percent.
"For years, the IT industry has been characterized by increasing demand for qualified workers—and thus rising salaries," explains doubleSlash Head of HR Leonie Hlawatsch. "With the current increase, we are taking a proactive approach to market development."
Transparent process
doubleSlash has created a transparent process consisting of three phases to determine salary levels.
In the first step, the HR department compares the current salary structure in the company with the labor market. This is based on many thousands of salary data per position and level as well as various salary studies and reports. Based on this, the HR managers draw up proposals for adjusting the salary levels.
"Of course, we always keep in mind that we want to keep our employees in the company and attract new, qualified staff," says Leonie Hlawatsch.
In the second step, the management compares the available data with the long-term corporate planning and determines how the salary levels should be adjusted. The results are then communicated to the workforce.
Crucially, the entire salary formation process is very transparent, so employees are informed about every step. This also applies to the salary levels—they are displayed on the doubleSlash intranet from career entry to management and can be viewed by every employee.
More than flat hierarchies and flexible working hours
Leonie Hlawatsch: "We at doubleSlash are convinced—there has to be more to `New Work' than flat hierarchies and flexible working hours. That's why we have always cultivated a participative corporate culture characterized by openness, active involvement in decision-making and trusting cooperation. It is no coincidence that doubleSlash has a very low staff turnover."
From November, a team of doubleSlash employees will develop a performance evaluation model that will take effect from 2023.
doubleSlash has stood for digital value creation since 1999 and is particularly committed to the implementation of digital strategies, automated business processes and innovative software products.
With its IT expertise in the fields of Data Driven Services, Connected Things, Connected Mobility and Subscription Management, doubleSlash supports international companies such as BMW, Deutsche Post, ZF and Porsche.
At three locations, doubleSlash employs around 250 people with an annual turnover of around 25 million euros. The company is managed by Konrad Krafft and Andreas Strobel, as well as the team of Associated Partners.
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