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Trying to run a company by formulas like this rarely works. And a 'take it or leave it' approach to negotiating compensation (yes, you are negotiating, even if

Trying to run a company by formulas like this rarely works. And a 'take it or leave it' approach to negotiating compensation (yes, you are negotiating, even if your stance is not to) would seem to encourage hiring of employees who either don't know their own value in the marketplace or, worse, are looking for a place where there is less pressure to perform. It might make sense for a non-profit, but if the company is for-profit, it makes sense for the employee contracts to reflect that fact. Of course it's incumbent on you as manager to pay people what they really are worth, and not play favorites for emotional or other random reasons.

anamax 18y ago
"Take it or leave it" is the best price that you're going to get from a given party. It's unclear why one would prefer a lesser price. It's also unclear why taking a "take it or leave it" offer vs some other metric implies "don't know value" or "looking to coast". Then again, I'm pretty sure that a significant number of employees at non-prifits aren't volunteering, so if a non-profit wants to keep them, it has to be competitive wrt their compensation. While some/many employees at a non-profit may be volunteering,