11–20 of 242 posts
I understand that this is against the "wisdom", but I always wanted to build a compensation-transparent-company. In which it is open (at least internally) how much everybody makes (including equity). And people have ways to change their compensation over longish periods of time and the ratio of cash / equity.
There are some companies doing that, though obviously they're in the minority at this point. http://www.npr.org/blogs/money/2014/07/02/327758712/the-comp...
I understand that this is against the "wisdom", but I always wanted to build a compensation-transparent-company. In which it is open (at least internally) how much everybody makes (including equity). And people have ways to change their compensation over longish periods of time and the ratio of cash / equity.
I understand that this is against the "wisdom", but I always wanted to build a compensation-transparent-company. In which it is open (at least internally) how much everybody makes (including equity). And people have ways to change their compensation over longish periods of time and the ratio of cash / equity.
I have always wanted to own a company where we put the salaries on the wall of a employee-only conference room and paid profit sharing. I doubt it would work, but I would love to try it.
I work for more than a decade now and I still am unsure about what rule to follow. Here are a few things that I have seen happening: I once believed in transparency about that. I told my salary to a friend I just helped to get hired in the company where I already had a few years of experience. Upon hearing my higher salary, he immediately went to my boss to ask for a raise. Due to an incredible incompetence of the HR…
Seeing how much the customers of your company are billed for the job you do.
The bonus is easy to compute: It was a percentage of how much the company charged the other company for the work you did.
Like if the job you did that day cost $200k, you get 2k.
But to get back on topic, I think everyone should take a look at a book called "Winning Through Intimidation" by Robert J. Ringer.
The title is misleading. The content is "How not to be manipulated by people who use intimidation tactics, and here are the typical ones they use subtly so there's no way you could complain, and here's how to recognize what they're doing, and here's the way to deal with it".
I work for more than a decade now and I still am unsure about what rule to follow. Here are a few things that I have seen happening: I once believed in transparency about that. I told my salary to a friend I just helped to get hired in the company where I already had a few years of experience. Upon hearing my higher salary, he immediately went to my boss to ask for a raise. Due to an incredible incompetence of the HR…
At my previous employer, the CEO was doing roughly 20x the average entry level salary. There's a reason why companies don't want employees talking about salaries: because most people would be outraged to hear just how much some do.
I work for more than a decade now and I still am unsure about what rule to follow. Here are a few things that I have seen happening: I once believed in transparency about that. I told my salary to a friend I just helped to get hired in the company where I already had a few years of experience. Upon hearing my higher salary, he immediately went to my boss to ask for a raise. Due to an incredible incompetence of the HR…
Well, do you know what has a bigger impact than seeing your coworker's salaries? Seeing how much the customers of your company are billed for the job you do.
The 'hourly' was just a breakdown of salaried - sometimes worked more than 40hrs, never paid for it. And I also get that people aren't 100% billable, you have to build in downtime to the salary, etc. I get it. But I do know in one year I billed out about 1600 hours at at least $150/hr - asked for a $10k raise, and was denied. So I left.
In some situations since then I appreciate the 'team' model a bit more - that's what I was pitched in my 'no raise' reply. "We're a team, etc" But in this particular project, I was doing 95% of the work. I trained my replacements during my notice, and a month later the client moved over to me anyway, because I literally was the project.
Note to agency companies - don't ever let one large project become the sole domain of one employee. For various reasons, this is not good business.
I work for more than a decade now and I still am unsure about what rule to follow. Here are a few things that I have seen happening: I once believed in transparency about that. I told my salary to a friend I just helped to get hired in the company where I already had a few years of experience. Upon hearing my higher salary, he immediately went to my boss to ask for a raise. Due to an incredible incompetence of the HR…
Well, do you know what has a bigger impact than seeing your coworker's salaries? Seeing how much the customers of your company are billed for the job you do.