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> You know how many raises I got without changing jobs? Zero. You know how many promotions I got? Zero. You know how many bonuses I got? Zero. You know how much

by jarym 4y ago

> You know how many raises I got without changing jobs? Zero. You know how many promotions I got? Zero. You know how many bonuses I got? Zero. You know how much more work I got assigned? A TON. And this is the problem - even away from SV. It was recently suggested to me that the only way to earn more in my current company is if I ended up managing a team (purpose not defined, reasoning unclear). I'm in a great company with great management by the way - or at least I think I am. I asked, what if I make a material positive impact on the company or its finances? The initial answer was - everyone else is working hard too. It didn't take long for me to find the exit, and the moment I did the tune changed. I think some managers/CEOs can also lose sight of the value of hard work especially when it can be linked to some positive gain for the company.

kevin_thibedeau 4y ago
What irks me most about this no-raise mentality is that you make less effective money year over year than your starting salary due to inflation but your value to the company has increased from experience and institutional knowledge.
- Maxburn 4y ago
  Damn, I felt that.
- NeverFade 4y ago
  > your value to the company has increased from experience and institutional knowledge It's my understanding that regular raises used to be the standard practice in the private sector of the US employment market for this exact reason. Every year, you'd have your performance review, and assuming it wasn't bad, you'd get some sort of a raise. I'm not sure where this nonsensical "no-raise mentality" comes from, when clearly it will hurt retention and lose the employer some of its most valuable employees with their knowledge, skills, and experience. Multiple companies are paying to increase veteran retention, and I've generally been working for these companies, but the complaints here make it seem like it's the exception rather than the rule.
  - falcolas 4y ago
    > Every year, you'd have your performance review, and assuming it wasn't bad, you'd get some sort of a raise. Even when they do have this, those raises usually max out around 5%. Maybe 10% if you're utterly amazing. Problem is, you can get 20% just by moving, so unless the company is astonishingly employee friendly, you're always losing out.
    - NeverFade 4y ago
      I agree completely. Everyone who worked in the big tech hubs knows you typically get the best raises by job-hopping. Still, 5-10% raises are at least trying to prevent that. I cannot fathom a company doing zero, as implied by the "no-raise mentality" comment.
      - Maxburn 4y ago
        A 2-3% is VERY common. Unacceptable even in the days of 2% inflation.
        gsibble 4y ago
        Seriously. And the dollar has lost 13% of its value with compounded inflation in just over the last year.
    - gsibble 4y ago
      And now, since the start of inflation, in the last year, the value of a dollar has eroded 13%. Have you gotten a 13% raise just to maintain your cost of living?
      - falcolas 4y ago
        Hahahahahahahahaha No. Of course we haven't. Of course we never will. To paraphrase my current CEO: "Cost of living adjustments have never been a part of our pay raises." And also, of course, as a public company they won't cut into their record profits and growth to take care of their employees. To quote Wall Street: "Grow or Die."

by jarym 4y ago

kevin_thibedeau 4y ago

What irks me most about this no-raise mentality is that you make less effective money year over year than your starting salary due to inflation but your value to the company has increased from experience and institutional knowledge.

Maxburn 4y ago
Damn, I felt that.
NeverFade 4y ago
> your value to the company has increased from experience and institutional knowledge It's my understanding that regular raises used to be the standard practice in the private sector of the US employment market for this exact reason. Every year, you'd have your performance review, and assuming it wasn't bad, you'd get some sort of a raise. I'm not sure where this nonsensical "no-raise mentality" comes from, when clearly it will hurt retention and lose the employer some of its most valuable employees with their knowledge, skills, and experience. Multiple companies are paying to increase veteran retention, and I've generally been working for these companies, but the complaints here make it seem like it's the exception rather than the rule.
- falcolas 4y ago
  > Every year, you'd have your performance review, and assuming it wasn't bad, you'd get some sort of a raise. Even when they do have this, those raises usually max out around 5%. Maybe 10% if you're utterly amazing. Problem is, you can get 20% just by moving, so unless the company is astonishingly employee friendly, you're always losing out.
  - NeverFade 4y ago
    I agree completely. Everyone who worked in the big tech hubs knows you typically get the best raises by job-hopping. Still, 5-10% raises are at least trying to prevent that. I cannot fathom a company doing zero, as implied by the "no-raise mentality" comment.
    - Maxburn 4y ago
      A 2-3% is VERY common. Unacceptable even in the days of 2% inflation.
      - gsibble 4y ago
        Seriously. And the dollar has lost 13% of its value with compounded inflation in just over the last year.
  - gsibble 4y ago
    And now, since the start of inflation, in the last year, the value of a dollar has eroded 13%. Have you gotten a 13% raise just to maintain your cost of living?
    - falcolas 4y ago
      Hahahahahahahahaha No. Of course we haven't. Of course we never will. To paraphrase my current CEO: "Cost of living adjustments have never been a part of our pay raises." And also, of course, as a public company they won't cut into their record profits and growth to take care of their employees. To quote Wall Street: "Grow or Die."