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My old boss Eric Carlsen used to say, nobody left because of money. They may get more money if they change jobs. But they start looking because they're unhappy. So when somebody asked for more money, he'd start by asking what was bothering them.
My old boss Eric Carlsen used to say, nobody left because of money. They may get more money if they change jobs. But they start looking because they're unhappy. So when somebody asked for more money, he'd start by asking what was bothering them.
Earlier quoted context omitted.
https://randsinrepose.com/archives/shields-down/ is a classic article (and an incredibly important read for anyone in engineering management) that essentially argues that these two questions are fundamentally equivalent.
Jesus, I just looked at this article's bullet points for the factors that we evaluate in an instant when considering leaving a job. And where I failed every line. :\ I knew that I was looking for something else but I hadn't consciously realized it had gotten that bad. Am I happy with my job? Do I like my manager? My team? Is this project I’m working on fulfilling? Am I learning? Am I respected? Am I growing? Do I fee…
not respected, not growing, not strong trust.
learning - some, but I don't like some of what i'm having to learn (not terribly useful outside this project).
fulfilling... occasionally, but more often not.
It's not 'that bad' for me yet, but have been trying to watch out for these signs. I've been in your shoes - where it has gotten 'that bad', and often you don't realize until you're already there.
Good luck to you!
My old boss Eric Carlsen used to say, nobody left because of money. They may get more money if they change jobs. But they start looking because they're unhappy. So when somebody asked for more money, he'd start by asking what was bothering them.
I think the old generation really bought into this, but the new generation knows it's a load of bull. The poll makes it pretty obvious that compensation is the biggest reason folks leave, and it's the thinking of the old generation who doesn't know how to retain talent (they do, but they keep throwing pizza parties / sending out merch instead). It's a real "it can't be helped" mentality around retention.
My old boss Eric Carlsen used to say, nobody left because of money. They may get more money if they change jobs. But they start looking because they're unhappy. So when somebody asked for more money, he'd start by asking what was bothering them.
If people feel like they aren't being fairly compensated they'll definitely leave over the money.
I grew up poor - and judge me however you'd like - but I'd put up with less ideal conditions if the pay was worth it.
Reminds me of in college when I was a waiter - I typically didn't mind a table's behavior if I knew they were going to tip well.
There are two questions at the core of this: "What made you look" and "What made you leave". They can have the same answers but this isn't a great poll IMO.
https://randsinrepose.com/archives/shields-down/ is a classic article (and an incredibly important read for anyone in engineering management) that essentially argues that these two questions are fundamentally equivalent.