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Or the employee spends the $25 per month on their own subscription and ends up either leaving for another employer that will give them a more beneficial package

Or the employee spends the $25 per month on their own subscription and ends up either leaving for another employer that will give them a more beneficial package or using that as leverage for promotion/salary increase.

jrs235 10y ago
Which is where I get hung up. If the company is paying for it and using it like a perk then the company is investing in the employee and losing/risking that investment. If the employee is using their own earned income for it then the employee is investing in themselves and should expect being compensated for their increase in value. So, should companies bother paying for things like pluralsight or leave it up to the employees to invest in themselves?
- metaphorm 10y ago
  if a company is not willing or able to compensate employees in a manner that satisfies their employees, then they will suffer the consequences (losing their workers). what about that is a hang-up for you?
- balabaster 10y ago
  This is a double edged question for me... I'd like to work for companies that will invest in me like that, and as long as I see a path for career growth and actually realizing the growth I am seeking, I'll stick around until I'm the CEO. If my employer isn't going to invest in me, I'll invest in myself and make my own career growth. I pay for my own Pluralsight, Safari Online, Resharper and other training resources and tools that help me to grow. Do I see I should have to, well, the tools I believe the company should pay for, but honestly, they make my life easier, so if I can pay for tools to make my life easier, I will and do. The training resources I believe are a part of my career growth and most places I've worked aren't really looking for career employees any more, they're after someone to fill a gap to achieve their current objective. As soon as you help them achieve that objective, they're onto the next one and if your role is no longer useful, "no hard feelings, this is just business." Today's market on the whole (although I've seen resumes that counter this in some cases, but mostly I stand by my observation) just doesn't appear to support people who come in at the bottom in a company, apprentice, get promoted and work their way up to the C Suite. It requires working at a place until you hit the proverbial glass ceiling and when you start to feel resistance to growth, finding a way to sidestep that and frequently that either means leaving or having the company over a barrel by becoming so ingrained in so many of the company's operations that they can't live without you and have to promote you in order to keep you.

jrs235 10y ago

Which is where I get hung up. If the company is paying for it and using it like a perk then the company is investing in the employee and losing/risking that investment. If the employee is using their own earned income for it then the employee is investing in themselves and should expect being compensated for their increase in value. So, should companies bother paying for things like pluralsight or leave it up to the employees to invest in themselves?

metaphorm 10y ago
if a company is not willing or able to compensate employees in a manner that satisfies their employees, then they will suffer the consequences (losing their workers). what about that is a hang-up for you?
balabaster 10y ago
This is a double edged question for me... I'd like to work for companies that will invest in me like that, and as long as I see a path for career growth and actually realizing the growth I am seeking, I'll stick around until I'm the CEO. If my employer isn't going to invest in me, I'll invest in myself and make my own career growth. I pay for my own Pluralsight, Safari Online, Resharper and other training resources and tools that help me to grow. Do I see I should have to, well, the tools I believe the company should pay for, but honestly, they make my life easier, so if I can pay for tools to make my life easier, I will and do. The training resources I believe are a part of my career growth and most places I've worked aren't really looking for career employees any more, they're after someone to fill a gap to achieve their current objective. As soon as you help them achieve that objective, they're onto the next one and if your role is no longer useful, "no hard feelings, this is just business." Today's market on the whole (although I've seen resumes that counter this in some cases, but mostly I stand by my observation) just doesn't appear to support people who come in at the bottom in a company, apprentice, get promoted and work their way up to the C Suite. It requires working at a place until you hit the proverbial glass ceiling and when you start to feel resistance to growth, finding a way to sidestep that and frequently that either means leaving or having the company over a barrel by becoming so ingrained in so many of the company's operations that they can't live without you and have to promote you in order to keep you.