3 ms·
I just had a realization (seems obvious in hindsight), here's my hypothesis: The desire to share salary is inversely proportional to the gap between the top an
by clamprecht 11y ago
I just had a realization (seems obvious in hindsight), here's my hypothesis:
The desire to share salary is inversely proportional to the gap between the top and bottom.
On one extreme, if every engineer were paid exactly the same, there's clearly no reason to hide salary, since everyone knows it. At the other extreme, where one engineer is paid $500k/year and another is paid $100k/year where both were hired on the same date and do the same work, the higher paid one doesn't have much to gain from publishing salaries. Nor does the company, since they're getting the same value from both engineers, but saving $400k on the cheaper engineer.
Reality is somewhere in between these two extremes.
- balls187 11y ago> one engineer is paid $500k/year and another is paid $100k/year where both were hired on the same date and do the same work, the higher paid one doesn't have much to gain from publishing salaries. Nor does the company, since they're getting the same value from both engineers, but saving $400k on the cheaper engineer. This makes no sense. The company could fire the enigneer making $500k and hire 2more at $100k, and still save $300k. I get that you're fitting numbers to the example, but when everything else is held equally, pay discrepancy is typically 5-10%, based on ones ability to negotiate.
- plonh 11y agoYour huge mistake is in assuming employers have access to a deep pool of available talent they believe is qualified. Rightly or wrong, employers are very picky about who they find attractive , and they perceive a shortage. Hence they pay extra to good negotiatiors.
- balls187 11y ago> Hence they pay extra to good negotiatiors. Yeah, of course companies pay more. Not 5x to someone who outputs the quality of work and has the same skillset.
- deleted 11y ago[deleted]