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> Otherwise you can easily end up in a situation where people are rewarded for being bolshy and savvy rather than valuable to the company. This is how it works

> Otherwise you can easily end up in a situation where people are rewarded for being bolshy and savvy rather than valuable to the company. This is how it works though. If you have someone that is quiet and does amazing work but doesn't seek out promotions and doesn't actively market their accomplishments then it could happen that they will lag on salary over time. If there are good managers advocating for their people then this will happen less. Its a really simple conversation for a manager to have with their mgmt and HR about person X's salary is behind market, Y and Z are in same title so I think we need to bump them up a little to keep pace. A good organization will recognize that and help make something happen. Bad organizations will have an attitude of not doing anything until its too late. If you work in a bad organization then the path to get raises there is to do the work yourself, go out to the market, interview and get offer(s) and bring them back and/or just leave. I say good/bad organizations but really its not binary, there are situations companies may be in where raises or market based increases aren't possible, there might be bad executives but good managers, etc. YMMV.

munificent 2y ago
> If you have someone that is quiet and does amazing work but doesn't seek out promotions and doesn't actively market their accomplishments then it could happen that they will lag on salary over time. This is a win from the business's perspective. They are getting greater value for lower cost. In my more cynical moments, I sometimes suspect that tech companies deliberately target the sort of low self-esteem perfectionist types for which this behavior is common specifically because the company sees an arbitrage opportunity between what the employee is worth and what the employee believes they are worth.
- SR2Z 2y ago
  They absolutely do, but those companies end up getting labelled "burnout factories" like Applied Intuition or Scale AI and as a result have trouble both recruiting good seniors or retaining their juniors long enough for them to become senior. At the end of the day, companies run by adults treat their employees like adults and don't try to stiff them out of a misguided desire to save $100k over three years.

munificent 2y ago

> If you have someone that is quiet and does amazing work but doesn't seek out promotions and doesn't actively market their accomplishments then it could happen that they will lag on salary over time. This is a win from the business's perspective. They are getting greater value for lower cost. In my more cynical moments, I sometimes suspect that tech companies deliberately target the sort of low self-esteem perfectionist types for which this behavior is common specifically because the company sees an arbitrage opportunity between what the employee is worth and what the employee believes they are worth.

SR2Z 2y ago
They absolutely do, but those companies end up getting labelled "burnout factories" like Applied Intuition or Scale AI and as a result have trouble both recruiting good seniors or retaining their juniors long enough for them to become senior. At the end of the day, companies run by adults treat their employees like adults and don't try to stiff them out of a misguided desire to save $100k over three years.