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0 pointsbobsmooth2y ago0 comments

>The most valuable people can notice problems, find solutions and get it done (either themselves or by articulating a pragmatic plan).

Do you compensate these people? Why should I be this person if you don't pay me for it?

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whiskytango1112y ago

As an SVP of Eng: Market dynamics and pay equity mostly force me to pay everyone the same. Not everyone gets paid the same but little disparity between people of high impact and low. Ie most companies total annual comp between people is a lot smaller than you’d think.

So the job of management is to weed out people who aren’t having as high as possible impact when convenient.

I don’t like it, but it’s often what’s going on

bluefirebrand2y ago

This strikes me as nonsense corp-speak.

"Market dynamics" force you to pay your highest performers barely more than your lowest performers?

How exactly does that work?

Disparity between executive salaries and worker salaries are astronomical, but when it comes time to reward your highest performing workers you can't find any possible way to increase their take home? Between salary, bonuses, stock grants, retirement plan matching or any other possible methods of compensation, your hands are absolutely tied? Because of "Market Dynamics and Pay Equity"?

Come on.

dalyons2y ago

yeah, its sort of the unintended down side of pay equity / transparency movements. Very little room for discretion anymore, gotta be "in band". For better or for worse. I think its mostly for the better, but yeah thats the way it is.

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