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The closer you are to the money, the more you make. Here, the leadership (esp those who report to CEO, and the underlings of these EVPs) get paid more even in t
by raincom 3y ago
The closer you are to the money, the more you make. Here, the leadership (esp those who report to CEO, and the underlings of these EVPs) get paid more even in the bad times: remember, retention bonus. The farther you are to the money, the less you make, the more excuses you get from your management. Their logic is: better remove raises/promotions for 1300 people, as it adds up in savings.
- bern4444 3y agoI don't know, I've been very close to the money a couple of times in my albeit short career so far (on the subscription/sign up team/on a team where we know exactly how much money we make to the dollar every month and we've demonstrated growth). Its made very little difference when it comes to promotions/raises. Its always dangled in front of you. The new leveling system which promises clarity for how to move up is always 'on its way' and 'nearly complete'. Your manager will say you're always close to moving up and getting a bump (which usually turns out to be a single digit percent). At the end of the day either your manager is able to get results for you and you're happy or they're not and the only way to get more is to get a better offer somewhere else. It sucks but that's the way it is. I don't believe 'better performance' (TM) will get you a better raise. If you doubled the number of tickets you complete in a sprint consistently you would not get a raise any more than what you'd get if you kept at your current pace. Its not like finance where your compensation is directly tied to your performance when you run a fund.