31–40 of 105 posts
Earlier quoted context omitted.
it's also why they try to instill&enforce the 'job hopper' stigma
Is it really a stigma when it is perfectly rational to prefer employees who will stick around for a while?
to the employee, it's an artificial social barrier to getting their economic worth by hopping jobs.
Earlier quoted context omitted.
If a person had a coworker who thought "well I could get a 40% pay increase if I get fired", then that person should consider that coworker an enemy. Fortunately, the world does not revolve around game-theory and most other parties with whom we choose to associate, will at least consider and value our interests. Enemies do not do so, or value our interests at something close to zero; thus their calculus: "worst for y…
If you would get a 40% raise if you switched companies, would you? Should execs see you as the enemy, then? There are no "sides", everyone is just maximizing their own payouts. People here don't seem to mind when profit-focused engineers switch companies for better salaries, but seem to mind when companies do the same.
> In fact, one basic result in the theory of cheap talk is that if you assume the cheap-talker will do what’s best for him and worst for you, you can often get him to reveal more of the truth. This is basically the definition of enemy. These people are your enemies. By that I mean, in the context of fair wages, employees ought to treat executives as enemies, not as slightly conflicted parties with slightly divergent…
Earlier quoted context omitted.
If you would get a 40% raise if you switched companies, would you? Should execs see you as the enemy, then? There are no "sides", everyone is just maximizing their own payouts. People here don't seem to mind when profit-focused engineers switch companies for better salaries, but seem to mind when companies do the same.
Which means it's essentially a free-for-all. If everybody is your enemy, then you still have enemies.
Being a free-for-all doesn't make it enemies, just a game. The two prisoners in the prisoner's dilemma aren't enemies.
Employment is just another case of game theory. There are times when the best outcome for you is to collaborate with your employer, other times is to play against them. And so on.
A reductive vision of me vs. the world, or us against them is naive and counterproductive. Particularly because you'd do the same in their shoes.
Earlier quoted context omitted.
Is it really a stigma when it is perfectly rational to prefer employees who will stick around for a while?
the point is that it's a stigma because they have made it into one because it benefits them. to the employee, it's an artificial social barrier to getting their economic worth by hopping jobs.
My favorite scam I've seen lately has been the "We're gonna give you a promotion with no salary increase, see how you do, and then discuss a pay raise after X months! You should be grateful for this opportunity!" And then of course in six months, the pay raise is basically a small bump, versus what one might be paid if brought in as a manager/higher title.
One nice thing about working at a place that doesn't have levels is that this crap doesn't happen.
Earlier quoted context omitted.
it's also why they try to instill&enforce the 'job hopper' stigma
Is it really a stigma when it is perfectly rational to prefer employees who will stick around for a while?
Earlier quoted context omitted.
I have heard that before. Immediately after a promotion it's best to use the new title in a job search. Pretty sad.
This is basically what every McKinsey Engagement Magager does after 1 year on the job, and the firm is happy with it.
So those people aren't (usually) leaving to a competitor, but mostly to a current (or possibly future) client.
Same with law firms, auditing firms, etc.
Earlier quoted context omitted.
I have heard that before. Immediately after a promotion it's best to use the new title in a job search. Pretty sad.
This is basically what every McKinsey Engagement Magager does after 1 year on the job, and the firm is happy with it.
Bring people in on the cheap (partly because they're being paid in prestige), fly them around the country on miles you've prebought, work them really hard for a few years, and nurture them as they move on as future customers seems to be working out pretty well for them.