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The problem is that on average, giving every employee what they want in terms of salary, work allocation etc. is going to be hard or impossible. So most compani
by bbcbasic 12y ago
The problem is that on average, giving every employee what they want in terms of salary, work allocation etc. is going to be hard or impossible. So most companies don't and usually the squeaky wheel (or the wheel that is threatening to leave) will get the grease. It is not fair but then there isn't a totally fair way to deal with this.
There is no fair way to pay people. It is a supply / demand and negotiated marketplace. There is no such thing as I am work $100k/year because I did XYZ and know ABC. I mean that may be true this second, but it is as only as true as the most up to date data. And is not true in any absolute sense.
- guhcampos 12y agoIt's essentially a min-max problem. Optimization is achievable, but hard work. It demands honesty from both parties and any employee must understand exactly what you said: companies can't give all the employees want. You have to know your own value and make yourself valuable to the company first, then ask for recognition.
- bbcbasic 12y agoThat doesn't always work. The Pink Floyd song put's it well "When you ask for a pay rise it's no surprise they giving none away". What does work for getting a pay rise is: 1. If you are genuinely paid less than market then prove it by getting an offer from another company. 2. The other option is to get promoted into a new role. As a developer that usually means becoming a manager - so even if you could add 10* more value as say an "architect" it may be more profitable personally to become a manager. There may be other more 'ruthless' ways too. I am not ruthless enough to know about them! But all in all value and pay are roughly correlated but increasing one doesn't necessarily increase the other.