So very, very true. Hell, half the time your employees don't actually know how much their job sucks until they start looking because they feel underpaid. I fel

So very, very true. Hell, half the time your employees don't actually know how much their job sucks until they start looking because they feel underpaid. I felt into that category - spent two years right out of college at a company where my technical skills were atrophying and middle management reigned supreme. Younger me didn't know any better - but knew that I was being grossly underpaid. I'm still a little bit thankful that they shafted me two compensation reviews in a row, otherwise I may still be working that job. > "Also, performance review processes at companies are generally horrid." I have never, ever met a review process that wasn't a complete waste of time. There was always a huge disconnect between compensation and reviews. I'd get reviews where my coworkers vouch for my abilities and sometimes sing my praises, and then my total compensation adjustment would come in sub-1%. We just spent the last week and half wasting everyone's time writing up these review forms so that the conclusion is "is very good at his job, well liked by everyone, demonstrates initiative and judgment, is worth a 0.8% raise". Compensation is a big deal, and should have been mentioned in the slide deck IMO. I don't care how perfect my job is, if I feel like there's a 30-40% gap between my comp and market comp, I'm going to up and leave.