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That doesn't really solve the problem of the opposite situation, nor of the one that was originally under consideration: when a worker with greater impact is pa
by bsanr 8y ago
That doesn't really solve the problem of the opposite situation, nor of the one that was originally under consideration: when a worker with greater impact is paid less, or when workers of similar impact are compensated differently. For that, you do need an accurate understanding of how your peers are compensated. I make less than peers I objectively outperform, and I would not have known unless they had told me personally. If that information had been accessible during my last review, I would have pressed for higher pay, but now that that's passed, both I and my employer have to worry about what my next step is. This could have been avoided if they'd been more transparent up-front.
- maxxxxx 8y ago"I make less than peers I objectively outperform" From my experience you can go to management and tell them that you think you should be paid X. If that's within the normal range you often get the raise. At my first company in the US I was told that everybody is making as much as I was offered so I said yes. After half a year I found out that most people made 30% more. I talked to my CTO and told him that I want more and I got more than 30% without much hesitation. I wouldn't worry about asking for more. They won't fire you.