Understanding Payslip Personas: A Blueprint for Modern People Proud Company Culture

In the evolving world of work, understanding employee behaviors and motivations is critical for optimizing workplace dynamics. HiBob’s research has unveiled five distinct payslip personas among UK workers, providing HR and business leaders valuable insights into how people interact with their compensation and workplace.

The Five Payslip Personas

HiBob identified the following personas based on employees’ interaction with their payslips and broader work preferences:

1. The Triple Checker (22%):
   • Reviews every payslip detail multiple times, seeking reassurance.
   • Strongly prioritizes career advancement and is highly satisfied with work-life balance despite a work-first mentality.
   • Prefers full-time in-office work and is comfortable discussing socio-political issues.
   • 79% more likely than the average UK employee to be motivated by career advancements.
   • Requires financial education to build confidence in interpreting payslip details.
2. The One and Done (46%):
   • Confidently checks payslips once and values efficiency.
   • Motivated by financial security, job satisfaction, and work-life balance, with a preference for hybrid work.
   • 31% more likely to value flexible compensation structures.
   • Thrives with annual financial reviews to address queries and ensure alignment with career goals.
3. The Glancer (20%):
   • Skims through payslips and focuses on personal life over work.
   • Prefers remote or hybrid models and values financial security.
   • 24% more likely to value retirement planning compared to other employees.
   • Needs clear, tailored guidance on pensions and financial planning.
4. The Headliner (11%):
   • Only checks if the final amount matches expectations.
   • Outcome-driven, prefers hybrid or in-office models, and is often dissatisfied with work-life balance.
   • Most values retirement planning and targeted support through employee assistance programs.
   • Prefers concise, personalized payslip guidance over general financial education.
5. The Avoider (1%):
   • Rarely or never checks payslips and keeps a distance from office life.
   • Prefers remote work and prioritizes work-life balance over financial concerns.
   • Social connections are a key motivator, valuing team-building and virtual activities.
   • Benefits from minimal but essential payslip communication, avoiding information overload.

Engaging and Retaining Diverse Personas

HiBob’s findings reveal stark differences in work preferences, motivations, and approaches to workplace challenges. For instance, while The Triple Checker thrives in a structured environment, The Avoider prefers autonomy and minimal workplace engagement. Similarly, The Glancer prioritizes personal life, contrasting with The One and Done’s focus on efficiency.

Understanding the personas allows HR leaders to tailor their approaches to meet varied needs effectively:

• Motivation Strategies: Triple Checkers thrive on clear career paths and mentorship, while Glancers value financial security and retirement planning workshops. Avoiders need team-building and communication tools to feel connected.
• Workplace Flexibility: One-and-dones and Glancers prefer hybrid models, requiring seamless integration of in-office and remote experiences. Avoiders excel with fully remote options supported by virtual activities.
• Pay Support: Personalized financial education, retirement planning, and concise communication are vital for addressing each persona’s unique concerns.

Implications for HR and Business Strategy

To build effective teams, HR leaders must:

• Customize Compensation Strategies: Address diverse motivations—from financial security to work-life balance.
• Build Inclusive Work Environments: Adapt to varying levels of comfort with socio-political discussions and conflict resolution styles.
• Promote Flexible Work Models: Balance preferences for in-office, hybrid, and remote work.

Conclusion

By understanding the five distinct workplace personalities, organizations can unlock the full potential of their workforce. Tailored HR strategies that account for individual differences in motivation, work preferences, and financial needs create a “people proud” culture. Such workplaces not only boost productivity and retention but also create environments where employees feel valued, understood, and empowered to succeed. Embracing personalization and inclusivity transforms these differences into strengths, ensuring long-term organizational success.

About the research

HiBob’s research on payslips took place over October 2024 and provides insights from an audience of 2000 respondents over the age of 18 and in employment. Of the responses, 55% are female, while 45% are male. The survey was conducted on Pollfish.