131–140 of 206 posts
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You have never applied math above Calc in your life. Just admit it here. It will be good for your soul.
Almost all my math is from MIT OCW on YouTube and a bit of 3blue1brown. I don’t think there’s any shame in that. What’s your PhD in?
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If you felt you were underpaid, leaving is fair. I don't really understand the requirement that all bosses are paid more than those they supervise, though. I mean, emotionally I can understand feeling that way. But I don't think it's a rule of nature or something. For instance, coaches often make less than their star players. Directors and producers often make less than star actors. Hospital directors seem to make le…
My boss doesn't know how much I'm paid. I like it that way. He communicates how he feels I'm doing to the people that need to know and it's working out ok.
I tried to ignore my peers and direct reports salaries when I first moved into management... I lost an employee after 2 years when another place offered him a 80% raise.
At that point, I realized I couldn't count on a 3rd party to properly evaluate an employee's worth, and I started to take an active role in ensuring people are paid as close to market as we could afford (though, as a non-profit, we struggle to compete for technical talent)
However, my big question is how expectations and performance management scale with level? If someone's not there yet, but hits the years of experience for the next level, are they fired? Likewise, whose responsibility is it for people to get those skills by the time they age into the next promotion?
Quick edit: Also wanted to call out how well written this post is. It lays out the facts, peoples objections, unknowns, and anticipates questions (salespeople remain on variable comp, equity isn't being addressed yet). So kudos to the author for the great writing on this thoughtful piece.
Earlier quoted context omitted.
If you felt you were underpaid, leaving is fair. I don't really understand the requirement that all bosses are paid more than those they supervise, though. I mean, emotionally I can understand feeling that way. But I don't think it's a rule of nature or something. For instance, coaches often make less than their star players. Directors and producers often make less than star actors. Hospital directors seem to make le…
Telling or managing a player to kick the ball into the back of the net is a lot easier than actually kicking it in the back of the net. Telling or managing a team of 20 people to put products on shelves is a lot harder than putting products on shelves.
Strong disagree with basing salary on years of experience. I see almost no correlation between output, skill, and years of experience. I actually consider this an anti-pattern that actively encourages coasting.
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Experienced a very similar situation in Berlin. I assume it may actually be a norm. Loyalty to the company > experience/skills.
That's very interesting, and a contrary norm to many big companies in the U.S. Companies here are happy to pay whatever it takes to fill an empty position, but they often have limits on pay raises that prevent loyal employees from getting fair pay as they gain skills and rise to higher levels of responsibility in the company. Many people enjoy the familiarity and relationships at their job and would rather accept bei…
Earlier quoted context omitted.
If you felt you were underpaid, leaving is fair. I don't really understand the requirement that all bosses are paid more than those they supervise, though. I mean, emotionally I can understand feeling that way. But I don't think it's a rule of nature or something. For instance, coaches often make less than their star players. Directors and producers often make less than star actors. Hospital directors seem to make le…
Telling or managing a player to kick the ball into the back of the net is a lot easier than actually kicking it in the back of the net. Telling or managing a team of 20 people to put products on shelves is a lot harder than putting products on shelves.
no it isn't
I worked for a very old fashioned company in Germany that used a similar system to pay employees. After about a year I became the lead of my team. But since some of my colleagues had been in the company about 10 years, they were getting paid more than me. Frustrated, I left for a better (and better paying) job. I believe these systems produce a "dead sea effect". High performer will leave, being able to get better de…
This is sort of well-articulated and someone thought about it a lot. The salaries seem fine, as long as there’s 1MM in liquid equity to go with the L7 one like Google does. But it doesn’t seem to address the real issue (to which I also don’t have a final answer): the jock/nerd thing is still playing out. If, as I believe is mostly true, A16 is pretty on the money with the software eats the world thing: hackers “shoul…
And now to offer a small criticism of your post: I prefer to say "conventionally attractive" over "tall white guys", because that would be more inclusive. Yes, really, I have seen very successful women who present just shy of pornstars-in-real-life and absolutely clean-up by selling to drooling old (dumb) white, male, portfolio managers. The sooner all of this is replaced by passive investment, the better for all customers -- but not big banks(!). After all, as the saying goes: "Where are the customers yachts?"