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"Might work somewhere else. I always felt blackmailed in a situation like this" Are you fucking stupid? Your employee is giving you a chance to retain them. Th

"Might work somewhere else. I always felt blackmailed in a situation like this" Are you fucking stupid? Your employee is giving you a chance to retain them. They want to work for you, but can't make it work financially, and you're turning your nose up at them? For what reason? It's probably going to cost you the money to hire someone new that it would've taken you to retain them! I will never understand this line of thinking. And, no, I don't buy the line that companies can't find the money for their payroll. Not when corporate savings are at an all time high. > 1. If the employee is only motivated by money, he will be gone rather sooner than later as there is always a higher offer around. So? What have you lost then? You upped their pay for a short period of time and now they're gone. Big deal. You've lost an employee who didn't want to work for you anyway. Seems like a fine outcome. > 2. If you give in once to this, the employee will come back 6 months later with demanding the next pay rise. OK, and if it's unreasonable, they're probably going to have a hard time getting it. Or you won't be able to retain good talent. I'd say if it's the latter, you might want to restructure your exec bonus structure. > 3. You might have done something wrong in the past. An employee who can envision herself in the company in some years in a different role with personal development and fair pay rises (see 4.) does not leave. First off, I like that you say "her" as though you're not part of the problem in the .75/$1 shortchanging for women (hint: it comes absolutely from companies being tight gripped on their payroll and playing hardball in salary negotiations). That aside, I'm not sure I get your point here. You're saying you wouldn't provide a pay increase, and here you're saying that your employee's perception of that being the case might be a problem. Gee, I wonder how they would've gotten that perception... > 4. You might also have no transparent pay rise process in place and clear guide lines why people have which salary. You might also have a wide band of salaries, which will bite you sooner or later. Yet again, not sure how this affects the instance where an employee comes to you asking for a pay rise commensurate with offers they're receiving. Seems like a good time to get your pay structure under control. 5 and 6 seem to be tips all of a sudden on how to be a worthwhile compensator, so I'll ignore those.

cobythedog 9y ago
Come on... """ Be civil. Don't say things you wouldn't say in a face-to-face conversation. Avoid gratuitous negativity. When disagreeing, please reply to the argument instead of calling names. E.g. "That is idiotic; 1 + 1 is 2, not 3" can be shortened to "1 + 1 is 2, not 3." """
- dclowd9901 9y ago
  Completely honest: I would say every word of this to someone who took this approach to hiring. It is absolutely baffling to me that managers use this tact. Their reasoning is flawed and shortsighted, but has the benefit of keeping wages artificially low, so it also has the happy side effect of being very destructive. Is it civil? No, but neither is cutting the legs out of a generation of employees because you're too dimwitted -- or worse: greedy -- to not pick up that dollar next to the dime.
  - disiplus 9y ago
    my expirience is in line with his expirience and i have been on both sides.
    - lovich 9y ago
      Mine as well. I know for a fact that my previous employer paid out nearly twice the raise I asked for just to the recruiter, and that's without factoring in the costs for having other employees run interviews instead of working or HR costs for bringing an employee onboard. Additionally they have to pay market rate for the replacement employee which is all I wanted in the first place! It seems like a lot of these situations where employees leave for better pay could be a win-win if companies would give just give the employees market rates or something close to it then both the employee and the company would be better off in the end. You can be 5% off of market or even 10% if its a nice place but once you go past that, do you really expect your employees to sit there and take it? I know my landlord's not gonna wait for me to get a raise before they raise my rent
      - throwthebucket 9y ago
        But money for the recruiter and freelancer comes out of a different bucket. /s

cobythedog 9y ago

Come on... """ Be civil. Don't say things you wouldn't say in a face-to-face conversation. Avoid gratuitous negativity. When disagreeing, please reply to the argument instead of calling names. E.g. "That is idiotic; 1 + 1 is 2, not 3" can be shortened to "1 + 1 is 2, not 3." """

dclowd9901 9y ago
Completely honest: I would say every word of this to someone who took this approach to hiring. It is absolutely baffling to me that managers use this tact. Their reasoning is flawed and shortsighted, but has the benefit of keeping wages artificially low, so it also has the happy side effect of being very destructive. Is it civil? No, but neither is cutting the legs out of a generation of employees because you're too dimwitted -- or worse: greedy -- to not pick up that dollar next to the dime.
- disiplus 9y ago
  my expirience is in line with his expirience and i have been on both sides.
  - lovich 9y ago
    Mine as well. I know for a fact that my previous employer paid out nearly twice the raise I asked for just to the recruiter, and that's without factoring in the costs for having other employees run interviews instead of working or HR costs for bringing an employee onboard. Additionally they have to pay market rate for the replacement employee which is all I wanted in the first place! It seems like a lot of these situations where employees leave for better pay could be a win-win if companies would give just give the employees market rates or something close to it then both the employee and the company would be better off in the end. You can be 5% off of market or even 10% if its a nice place but once you go past that, do you really expect your employees to sit there and take it? I know my landlord's not gonna wait for me to get a raise before they raise my rent
    - throwthebucket 9y ago
      But money for the recruiter and freelancer comes out of a different bucket. /s