A Zurich-based drone manufacturer aspires to be a leader in its industry. To achieve the objective, the firm must attract, recruit, and attract the best talent in the labour market. Available research has shown that compensation is one of the most effective strategies that firms can use to attract and retain quality talent (Michael, Prince, & Chacko, 2016; Adeosun & Ohiani, 2020). To improve its compensation strategy, the firm should first identify any deficits in its compensation packages.

Online interviews and focus group discussions (FGD) were used in gathering data. The study’s participants included 13 employees who were recruited using purposive sampling techniques. An interview guide was used to steer the interviews and FGD. The guide consisted of eight questions that evaluated respondents’ perceptions and satisfaction with the firm’s salaries, salary developments, pay fairness, pay transparency, and pay communication. It also investigated respondents’ opinions about the strategies that can be employed to improve the company’s compensation packages.

Online interviews and focus group discussions (FGD) were used in gathering data. The study’s participants included 13 employees who were recruited using purposive sampling techniques. An interview guide was used to steer the interviews and FGD. The guide consisted of eight questions that evaluated respondents’ perceptions and satisfaction with the firm’s salaries, salary developments, pay fairness, pay transparency, and pay communication. It also investigated respondents’ opinions about the strategies that can be employed to improve the company’s compensation packages.