241–250 of 353 posts
Earlier quoted context omitted.
But when turnover is high the good ones are much more likely to be leaving.
"Good" and "bad" mean different things at different times to the same company.
I've often been shocked at how a theoretically rational profit seeking business will happily throw millions down the drain rather than compensate an individual based on value. Ultimately I've concluded that although they may be greedy, most businesses don't make rational profit seeking decisions. They make decisions that stroke their ego, and sometimes their ego can't accept the value that certain employees bring to…
It's about power, the sooner you understand that, the sooner you can negotiate better terms. And yes, they are just coders. Coders are bad at negotiating, they're bad at politics, they're missing out on earning ALL of their labor.
Earlier quoted context omitted.
1. Did you verbally agree to the 20% with the CTO as well? Otherwise, it sounds like they honored the verbal agreement and got a raise after 6 months. It was just less than what you decided you wanted later. 2. Your conclusion is spot on. I've never seen this kind of agreement actually work : it's almost always FUD. If they're not willing to put it in an offer letter, it's not real.
The agreement with the CTO was to have a raise after 6 months. There was no previous agreement of a specific number, just a "raise". After 6/7 months I went to talk to one of the founders about that specific issue, i.e. that I was promised a raise, and that I wasn't expecting anything below 20%. I came to know during the time that I work there that was being paid well below my coworkers (and the market rate in genera…
Earlier quoted context omitted.
My last job gave me a ~2% raise the first year and a ~1% the next. I left shortly thereafter. Should have left after the first lousy raise. The previous job gave me back-to-back 1% raises. Left that job after two years as well. Should have left at the one year mark. I've been in my current job a few months. I'll stick around till the first annual raise cycle to see how they treat me. I don't think I'll give this empl…
You would have been better of talking to them, asking for more of a raise. I got 60k raise over 2 years because I pushed for it.
Which was probably an honest statement. Raises were centrally managed by 'Human Capital Management', and individual supervisors had pretty much zero say in the size of their employees raises.
As it happened, my departure was ill-timed (for them) and I'm pretty sure it cost them far more than it would have to just give me a decent frickin' raise (seriously, 3-5% and I would have stayed).
Earlier quoted context omitted.
Presumably the article in question: http://www.businessinsider.com/a-google-programmer-blew-off-...
yes, exactly the one. personal note, it's bad form to have published the candidate's salary. at the 3 mil level, not even Google has many employees making that. probably narrowed it down to a dozen or so people since they even mentioned that it was a "programmer" (which I interpret as high IC level).
Earlier quoted context omitted.
The agreement with the CTO was to have a raise after 6 months. There was no previous agreement of a specific number, just a "raise". After 6/7 months I went to talk to one of the founders about that specific issue, i.e. that I was promised a raise, and that I wasn't expecting anything below 20%. I came to know during the time that I work there that was being paid well below my coworkers (and the market rate in genera…
Expecting a 20% raise after six months is ludicrous.
Earlier quoted context omitted.
I've been to management seminars where they downplay the importance of money, saying that employees are mostly motivated by other factors. Then I talk to my co-workers, the ones that are quitting, and about half of them leave because they've been working for 2+ years without a raise. I worked at a company where a company decided to introduce a new management program (LEAN) into one department. That 16 person departme…
I'm guessing few would book a management consultant simply telling to pay people more money - consultants who want a job instead have to explain how to motivate for free. But the people who share a lot of the blame for this idiocy and who have no good excuse are "heterodox economists" and TED talk presenters telling us how money doesn't motivate people past a certain point, or how it actually makes people less creati…
Earlier quoted context omitted.
I've been to management seminars where they downplay the importance of money, saying that employees are mostly motivated by other factors. Then I talk to my co-workers, the ones that are quitting, and about half of them leave because they've been working for 2+ years without a raise. I worked at a company where a company decided to introduce a new management program (LEAN) into one department. That 16 person departme…
I'm guessing few would book a management consultant simply telling to pay people more money - consultants who want a job instead have to explain how to motivate for free. But the people who share a lot of the blame for this idiocy and who have no good excuse are "heterodox economists" and TED talk presenters telling us how money doesn't motivate people past a certain point, or how it actually makes people less creati…
Two thoughts: * It's a good idea to try to quantify the cost of losing an employee. If you at least understand what basic costs you'll incur, such as cost of hiring, training, etc. it'll give you a basis for realizing the importance of minimizing turnover (perhaps you'll even conclude that turnover isn't a big deal in your case). But it's very hard to quantify some of the largest costs such as employee moral. I was o…
I've been to management seminars where they downplay the importance of money, saying that employees are mostly motivated by other factors. Then I talk to my co-workers, the ones that are quitting, and about half of them leave because they've been working for 2+ years without a raise. I worked at a company where a company decided to introduce a new management program (LEAN) into one department. That 16 person departme…
Earlier quoted context omitted.
What also amazes me is that the same heterodox crowd critiquing capitalism goes on to say "money doesn't make you happy", citing surveys of millionaires and billionaires who all say they'd be happy with 2x-3x their current net worth! I mean, not necessarily the same people say it, but the same press outlets for sure. But if it doesn't make you happy and you always want more, that desire must motivate you, right? Make…
Talk to some serial entrepreneurs. Many of them are already rich, and don't need to work, but they do it anyway. They're motivated by the challenge, not the money.