I understand, and as a development manager who needs to hire and retain technical employees i'd rather make the case to pay an extra 10-20k a year for a well-pe

I understand, and as a development manager who needs to hire and retain technical employees i'd rather make the case to pay an extra 10-20k a year for a well-performing employee rather both risk losing someone for an intermittent or extended amount of time (clear value lost) and than spend time retraining someone (more value lost). All of which lowers productivity and hits the bottom line. Also takes a hit on team morale. It could also be an opportunity to add valuable responsibilities to the employees role to justify the increase in wages, if thats applicable to the situation. Win-win for everyone.