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I would be concerned about the correlation to increased resentment to increased transparency. If you want to know if you are paid fairly there is a “talent mar

I would be concerned about the correlation to increased resentment to increased transparency. If you want to know if you are paid fairly there is a “talent marketplace” to do price/value discovery. Employees do not have the full breadth of information managers use to set compensation and mangers cannot share their reasoning. Some employees are more motivated by title or other types of recognition other than comp as well.

pc86 5y ago
Isn't the end goal of title/recognition using that to get an even better job later, and presumably the compensation that comes along with it? At the end of the day, being Principal vs. Senior doesn't pay your mortgage off faster, get you a nicer car, or put your kids in a better school. Once we reach a certain point I think it obviously becomes more important - if you live in a LCOL area, making $300k TC as a Principal vs. $350k TC as a Senior, I'd probably go Principal too. But if you're still trying to set your life up, fund your retirement, finish off that 529 for your kids, etc., it seems short sighted to go after anything except a higher TC.