"I feel that employees should be paid and rewarded based on their performance. A new employee will find motivation in being rewarded for performance, and it encourages healthy competition with tenured employees."

"As a manager of people myself, I feel that performance and experience should be weighted when deciding compensation, pay increases, and promotions. You want to ensure that you compensate your highest performers appropriately but that their growth is stable and manageable in the long term."

Workday was named one of the 100 Best Workplaces for Millennials according to Great Place to Work and FORTUNE. As millennial employees continue to dominate the work scene, more and more employees are requesting compensation based on delivered results. Workday may not always require a degree, as they place great value on job experience, displays of expertise, and even self-taught knowledge. Also, when you spend time reading through their Code of conduct, you'll find it says, "We compensate our employees fairly to help ensure that basic needs may be met and provide our employees with opportunities to develop their knowledge, skills, and abilities. We hire, compensate, promote, discipline, and provide other conditions of employment based solely on an individual's qualifications and performance. We do not discriminate, at any level of Workday, on the basis of protected characteristics."

"I don't believe someone who puts in the bare minimum should be compensated equally simply due to tenure. I believe in a meritocracy as long as it is balanced. Everyone is in charge of their own development, so long as they're being developed to their full potential and given guidance and feedback on the skills they should focus on developing. If a member of the team has been given every opportunity to grow, I believe they should be compensated based on their performance."