4 ms·

> Been a role for 2+ years and want a meaningful comp change? You have to leave, that's how it is. That's even more likely to be the case when there are strict

> Been a role for 2+ years and want a meaningful comp change? You have to leave, that's how it is. That's even more likely to be the case when there are strict guidelines around compensation (eg: when salaries are public). When your manager has some wiggle room, you might be able to justify a bigger bump than average because of all the extra hard work you're putting in, even if your experience level doesn't qualify you for a straight up promotion.

meheleventyone 5y ago
Might is doing a lot of work there. They also might not even when they have more notional wiggle room. Or you’ll be given a significant bump that still leaves you underpaid versus your peers. The information asymmetry is there for the employer to exploit after all. What you’re really saying is that making the information available makes it harder for companies to retain employees using the status quo tactics. Which increases turn-over, which in reality is the businesses problem not the employees. So from the employee perspective what is the problem in being better informed about the price dynamics within the market?
- sokoloff 5y ago
  If you’re asking about listing a 90% confidence interval guess as to what you expect to pay for a new position: no problem at all (other than if a small market leads alone which might push employers to decide “the benefit/risk of listing this job in Colorado is not worth the research, compliance costs, and uncertainty, so we’ll advertise this job to the other 98.5% of the US”) If you’re asking about listing individual salaries, I think some employees would object and, unless they signed onto the job with that expectation, as an employer I don’t believe I’m morally right to publish their currently private information without their consent, nor tell them “you can quit if you don’t like it”. (I have absolutely no problem with anyone voluntarily disclosing their own information, discussing it, comparing it, whatever.)

meheleventyone 5y ago

Might is doing a lot of work there. They also might not even when they have more notional wiggle room. Or you’ll be given a significant bump that still leaves you underpaid versus your peers. The information asymmetry is there for the employer to exploit after all. What you’re really saying is that making the information available makes it harder for companies to retain employees using the status quo tactics. Which increases turn-over, which in reality is the businesses problem not the employees. So from the employee perspective what is the problem in being better informed about the price dynamics within the market?

sokoloff 5y ago
If you’re asking about listing a 90% confidence interval guess as to what you expect to pay for a new position: no problem at all (other than if a small market leads alone which might push employers to decide “the benefit/risk of listing this job in Colorado is not worth the research, compliance costs, and uncertainty, so we’ll advertise this job to the other 98.5% of the US”) If you’re asking about listing individual salaries, I think some employees would object and, unless they signed onto the job with that expectation, as an employer I don’t believe I’m morally right to publish their currently private information without their consent, nor tell them “you can quit if you don’t like it”. (I have absolutely no problem with anyone voluntarily disclosing their own information, discussing it, comparing it, whatever.)