The Value of Being Transparent, Especially When It's Hard
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The Value of Being Transparent, Especially When It's Hard
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Re: The Value of Being Transparent, Especially When It's Hard
#2The links in this article go to some very good case studies on getting the correct tone for downtime status updates.
However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace.
[1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
Re: The Value of Being Transparent, Especially When It's Hard
#3The links in this article go to some very good case studies on getting the correct tone for downtime status updates. However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace. [1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Re: The Value of Being Transparent, Especially When It's Hard
#4The links in this article go to some very good case studies on getting the correct tone for downtime status updates. However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace. [1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
I agree that open salaries are really really nice.
I am only aware of Balanced Payments that used to have it, but unfortunately they've recently shut down.
Chad Whitacre of Gratipay may know if any other companies do this by now.
Re: The Value of Being Transparent, Especially When It's Hard
#5The links in this article go to some very good case studies on getting the correct tone for downtime status updates. However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace. [1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Maybe not in the same category, but the University of Illinois system has a site where you can look up anyone's salary.
Re: The Value of Being Transparent, Especially When It's Hard
#6Earlier quoted context omitted.
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Maybe not in the same category, but the University of Illinois system has a site where you can look up anyone's salary.
I think all universities might be required to publish employee salary but I might be wrong.
Re: The Value of Being Transparent, Especially When It's Hard
#7The links in this article go to some very good case studies on getting the correct tone for downtime status updates. However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace. [1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Ironically, I think all government agencies have open pay scales and everyone knows exactly how much everyone else makes.
Re: The Value of Being Transparent, Especially When It's Hard
#8Earlier quoted context omitted.
Maybe not in the same category, but the University of Illinois system has a site where you can look up anyone's salary.
I think all universities might be required to publish employee salary but I might be wrong.
U of Md. College Park published all employee salaries every year. I always was entertained looking up bad profs. and seeing how much (or little) they made.
Re: The Value of Being Transparent, Especially When It's Hard
#9Earlier quoted context omitted.
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Ironically, I think all government agencies have open pay scales and everyone knows exactly how much everyone else makes.
How is that "ironic"? Contrary to all anti-government rhetoric, most government agencies are by their nature more transparant than the average startup.
However, it's easy to be transparant about salaries when you deal with collective bargaining and don't have to generate your own revenue.
Especially the latter means that what companies are willing to pay tends to depend on the financial circumstances at the moment of hiring, resulting in differences that cannot be justified by performance or value.
It takes costly rounds of corrections before you can be transparant about that without causing major upheaval when you reveal everyone's salaries. It only works for companies with short, relatively linear history. Everywhere else, salaries tend to diverge over time for many reasons.
Re: The Value of Being Transparent, Especially When It's Hard
#10Earlier quoted context omitted.
Good question -- I personally don't know of anyone else who is doing the whole "Open Salaries" thing. Does anyone else?
Ironically, I think all government agencies have open pay scales and everyone knows exactly how much everyone else makes.
Open pay scales are a start, but non-transparent salaries can easily hide in there if all you have is pay scales.
You need two things for actual salary transparency:
1) Everyone's actual salary is accessible - as in, the actual amount they're paid each month, the transaction. This way everyone can know that there's nothing unfair hiding in there.
2) The reason why everyone's salary is what it is is transparent and accessible. Otherwise, the unfairness moves to how people are assigned to different salary bands. "John got assigned to Salary Band E3 because he plays golf with the boss" should not be a possible scenario. If it is, you don't have transparent salaries.
Compensation isn't just made up of numbers, it's made up of explanations too.