3 ms·
That sort of information gets out anyway. We all know what the salary range is for the various engineering levels. Example, I'm a level 3 engineer, so the salar
by engi_nerd 11y ago
That sort of information gets out anyway. We all know what the salary range is for the various engineering levels. Example, I'm a level 3 engineer, so the salary band is (off the top of my head) somewhere from 85k to 103k/year. The raises given this year ranged from 1% to 6%. So we all know roughly how people are doing, but only our manager knows exactly who got what % raise.
- eitally 11y agoAnd an additional problem, especially at larger & lower margin companies, is that managers have an extremely limited bonus pool and probably also don't have permission to issue annual merit increases. This results in shuffling bonus money around in ways that make no logical sense. For example, I'd need a couple additional hands worth of fingers to count the times I've passed over someone for a bonus because they had received a promotion or a significant salary increase in the past few months. Is that fair? Absolutely not. But the alternative was that another solid employee would get neither a salary bump or a bonus, which was worse. Ultimately, I found the best policy while working under these conditions was to be blunt & open with all my staff over how I planned to handle salary increases, promotions & bonuses, so at least I could assuage their fears that it was n't consistent in addition to not being fair. Big corporations usually suck at talent management and compensation.
- Khaine 11y agoAll corporations usually suck at talent management and compensation because we are terrible at measuring true value. We pick metrics which we think are a proxy, but often aren't or are easily gamed, or manager bias overrules it all