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Which is why changing jobs is the only way to get paid what you're worth: management has neither the backbone nor the incentive to price things properly. So ins
by jldugger 9y ago
Which is why changing jobs is the only way to get paid what you're worth: management has neither the backbone nor the incentive to price things properly. So instead we perform the cognitive hack of two underpaid employees trading jobs, because as you said, "The easiest time to give an employee a raise is during hiring."
I figure the only way to really fix this 'the only way to get a raise is to leave for a year' method is to figure out how to include retention in engineering manager's perf evaluation.
- sidlls 9y agoPutting retention in the manager's evaluation without also supporting his efforts (e.g. with an appropriate budget) isn't fair to the manager.
- jldugger 9y agoOh, well then I guess we'll have to continue underpaying employees.
- lwhalen 9y agoAnd employees will continue their migration outwards to other firms. They'll tell their (now ex) coworkers about how much better they're paid elsewhere, and those coworkers will start to sniff around as well. It's a lose-lose situation. If employee retention is the goal, better to strive to pay top-of-market (see: Netflix, most small/medium consulting firms) than let your best and brightest be woo'd elsewhere.