3 ms·
I'd love to see those contracts. They either have to put in a nice big juicy monetary penalty(If it's not your new employer will cover it) that each year at you
by arg01 13y ago
I'd love to see those contracts. They either have to put in a nice big juicy monetary penalty(If it's not your new employer will cover it) that each year at your pay review you can point to and say you obviously think me leaving is worth this much why am I paid 2-20% of it, or they chuck in a non-compete which are often unenforceable (unless they continue to pay you) or doesn't really matter to the hiring company as they can stick you with an unrelated project as they're not looking to capitalize on your skill as much as screw the other company. Really the only way I see it working is with deffered forms of payment which means more equity or performance bonuses. Maybe I'm just not imaginative enough.
- abalone 13y agoSee right there, that "imagination" is what I'm talking about: companies figuring out a way to shift compensation into long-term rewards that disincentivize employees from considering unanticipated competitive offers. The problem is you seem to think it's only additive and therefore great for employees. Hey, more bonuses, more equity. But if everyone adopts it as a standard operating procedure, it could lead to a lowering of base salaries. So then we get paid like salespeople: little salary, mostly performance based. Do you want that? Bottom line, it could be opening a can of worms. My personal philosophy is that it's rarely good to be righteous and inflexible. It often backfires or escalates a situation.