291–300 of 309 posts
Earlier quoted context omitted.
The money isn't that great if you are miserable and your kids spend it after your funeral
That will happen to your money after your funeral regardless. Not like you have any more use for it yourself.
Earlier quoted context omitted.
Looking at the Companies Register the answer is no, employees do not get equity. That's likely due to how equity-based compensation is treated in New Zealand tax law. It gets complicated so it'd be unusual for a small company to do it.
That's very strange. I have a friend who joined a startup in New Zealand, and they also didn't get any equity. Maybe startups in New Zealand could start offering some equity to attract the best software developers.
Earlier quoted context omitted.
There's a lot more leverage than that depending on the particulars of the story. It may have been OP that identified a saving that could be made and their leverage is a future unwillingness to identify such things. Maybe they'll stop questioning things and "code to spec" in future. Maybe they'll ignore those erroneous errors they notice throughout the day and wait for a bug report in production. Companies that don't…
To me that seems just plain immature.
Earlier quoted context omitted.
Recently my telecom has starting sending me regular texts (~3-6 months) "We've improved our service, you now have X more mb/month" "We've strengthened our infrastructure, your bill has been reduced from x/month to y/month, if you'd prefer more data you can reply with MOAR DATA to this text and we'll keep you at the same price and give you X more data." Knowing that I'm continuing to upgrade while doing nothing increa…
Who are you with? This sounds really nice.
Hofer is better known as Aldi, they're a big discount supermarket chain owned by a German family. https://en.wikipedia.org/wiki/Aldi
As a side note the same family (two brothers) also own Trader Joe's although it's a legally separate business.
Right now I'm struggling with whether or not to leave. I'm currently at a well-known company, and I'm uncharacteristically happy because my WLB is the best it's been in my career. However, I'm getting a bit bored and I also know I could make at least $50,000 a year more if I leave. Hell, even the new engineers joining my company at the same level are making more than I am. But the culture and pay at my company is jus…
What if you went to your manager, or whoever you feel is the right person, asked if you could speak one on one, and said... "I really love working at this company. The work is interesting, I love the people, the culture, . But I also know I could be making X if I went elsewhere. I love the work I'm doing, and I want to keep doing it here, but I also don't want to be leaving money on the table. What can we do?" This p…
The WLB was awesome, good paycheck, good job, really good teammates. But that feeling of knowing you could do way more just by changing job is maddening.
But I had no recognition in my work which was really the worst part actually, for instance, over the course of a year, I increased the team efficiency by 2500%, working on the build/deploy time and feedback loop. They just told me that they didn't care about tooling, so it couldn't play in my favor for a promotion.
I deserved a raise and a promotion, I complained, during one on one(s), like 10s of them, on the course of a full year. They just didn't care. Basically what they told me, over and over, is that they were already paying the most in the area.
I finally left, for a 40% raise and a job that is way more recognised and enjoyable.
Earlier quoted context omitted.
I know this problem well, but what can one employee do? If one company tries to poach me, should I simply keep it to myself that there is someone who is willing to pay me much more?
If money is more important to you than the culture/non-monetary things the current job offers, then leave. You can try bringing it up to your manager and get into a higher position, where a raise would be appropriate, but when people try to leverage other positions against our business for higher salary, I deny them 100% of the time unless we are talking about a promotion that makes sense.
While I liked some people at some companies, I never liked company cultures. So I based decision there on the kind of work I had to do and the payment.
Earlier quoted context omitted.
Cool, but then you end up with less money overall. The smart move is to accept the counter, then keep looking for something better with the negotiating position that you're paid $salary x 2. Better yet, push for a title to go with the salary that'll help you land an even better job. This is assuming all else is equal. If you're moving on for better future propsects, because the company culture is stressing you out, o…
> Cool, but then you end up with less money overall. Highly debatable, because in the real world you need to do multivariate optimization and most people can't (don't have the skills and/or desire) to be constantly optimizing their salary. Thus, choosing a company that is actively trying to fairly compensate existing employees tends to pay off in the long, on multiple fronts, not just immediate salary.
Earlier quoted context omitted.
If money is more important to you than the culture/non-monetary things the current job offers, then leave. You can try bringing it up to your manager and get into a higher position, where a raise would be appropriate, but when people try to leverage other positions against our business for higher salary, I deny them 100% of the time unless we are talking about a promotion that makes sense.
"culture" doesn't put food on the table, or pay the rent. As the old saying goes: "fuck you, pay me."
The people that want it both ways are stuck, generally. You can't like the job you are at and also demand more money if you aren't willing to leave. BATNA and so forth.
Earlier quoted context omitted.
> Cool, but then you end up with less money overall. Highly debatable, because in the real world you need to do multivariate optimization and most people can't (don't have the skills and/or desire) to be constantly optimizing their salary. Thus, choosing a company that is actively trying to fairly compensate existing employees tends to pay off in the long, on multiple fronts, not just immediate salary.
But you don't really know if the new co is trying to "fairly compensate" you if the old co is now offering significantly more? Did you think your salary was fair when you joined old co? You probably did.
But I learned that they don't care about that, didn't I? Would it not be stupid to ignore this information? I have a chance higher than 0 at the new co...
Earlier quoted context omitted.
Exactly. A power structure will always exist, and it's generally better (or at least fairer) when it is at least explicit and relatively transparent as opposed to implicit and hidden.
Does the power structure actually need to be reflected in the pay scale though?