The one-salary experiment, ten years in

Post by jib » Sun, Mar 31, 2019, 11:17 PM UTC

mikeash wrote: post #20

ng12 wrote: post #8

People have written books on this stuff. There's an entire field of research on this subject and I think tech people discount it for being "too MBA". One of the most important findings is that pay generally will never motivate employees, but it will reduce their incentive to leave. Generally most job factors affect one of two separate but related scales: motivation to stay and reluctance to leave. Entirely non-surpri…

What’s the difference between motivation to stay and reluctance to leave?

Post by shhehebehdh » Sun, Mar 31, 2019, 11:20 PM UTC

sa46 wrote: post #29

ng12 wrote: post #8

People have written books on this stuff. There's an entire field of research on this subject and I think tech people discount it for being "too MBA". One of the most important findings is that pay generally will never motivate employees, but it will reduce their incentive to leave. Generally most job factors affect one of two separate but related scales: motivation to stay and reluctance to leave. Entirely non-surpri…

> Entirely non-surprising that devs are the ones who left because by hard capping their pay you are reducing their reluctance to go work somewhere else with higher pay. The surprising part is that their dev retention (article notes small sample size) of ~3 years matches Google at 3.1 years and surpasses Uber, Dropbox, Tesla, Facebook and Airbnb. [1] That suggests that the culture created by the one-salary experiment…

Post by dudul » Sun, Mar 31, 2019, 11:26 PM UTC

Consultant32452 wrote: post #7

ACow_Adonis wrote: post #5

As an economist, you'd expect them to have trouble attracting highly skilled people seeking only wages. On the other hand, also as an economist and from my own personal experience, there's a whole host of non-monetary benefits a flexible business can provide (which other businesses and corporates seem to balk at), and there's also the little talked about preference of some people wanting a negative correlation betwee…

All I want is the ability to get compensated for benefits I decline, particularly the company health plan. I've never been able to negotiate this successfully.

Post by willnz » Sun, Mar 31, 2019, 11:28 PM UTC

JohnGB wrote: post #9

ACow_Adonis wrote: post #5

As an economist, you'd expect them to have trouble attracting highly skilled people seeking only wages. On the other hand, also as an economist and from my own personal experience, there's a whole host of non-monetary benefits a flexible business can provide (which other businesses and corporates seem to balk at), and there's also the little talked about preference of some people wanting a negative correlation betwee…

In the Netherlands, if you have a child under 9 years old (it could be 8), your company is required, by law, to let you work 4 days a week if your want. It's actually really common with something like 28% of working men taking a "papadag" ("Daddy day" in English). I wouldn't even consider a job that didn't allow me time to spend with my kids. Money is definitely not the primary driver for a lot of people.

Post by [deleted] » Sun, Mar 31, 2019, 11:29 PM UTC

ng12 wrote: post #8

People have written books on this stuff. There's an entire field of research on this subject and I think tech people discount it for being "too MBA". One of the most important findings is that pay generally will never motivate employees, but it will reduce their incentive to leave. Generally most job factors affect one of two separate but related scales: motivation to stay and reluctance to leave. Entirely non-surpri…