Tech pros quitting over salary stagnation, stress
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To retain top tech talent, organizations must look beyond financial compensation to provide growth opportunities and wellbeing.
"If you ever get annoyed, look at me I'm self-employed. I love to work at nothing all day"
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To retain top tech talent, organizations must look beyond financial compensation to provide growth opportunities and wellbeing.
"If you ever get annoyed, look at me I'm self-employed. I love to work at nothing all day"
Kent Sharkey wrote:
To retain top tech talent, organizations must look beyond financial compensation
Not for me they don't.
I’ve given up trying to be calm. However, I am open to feeling slightly less agitated. I’m begging you for the benefit of everyone, don’t be STUPID.
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To retain top tech talent, organizations must look beyond financial compensation to provide growth opportunities and wellbeing.
"If you ever get annoyed, look at me I'm self-employed. I love to work at nothing all day"
"It seems to me I could live my life a lot better than I think I am" In keeping with the Canadian lyrical theme. :)
"the debugger doesn't tell me anything because this code compiles just fine" - random QA comment "Facebook is where you tell lies to your friends. Twitter is where you tell the truth to strangers." - chriselst "I don't drink any more... then again, I don't drink any less." - Mike Mullikins uncle
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To retain top tech talent, organizations must look beyond financial compensation to provide growth opportunities and wellbeing.
"If you ever get annoyed, look at me I'm self-employed. I love to work at nothing all day"
Kent Sharkey wrote:
I love to work at nothing all day"
I know some guys that do exactly the same as you being employees... :doh: :sigh: :mad:
M.D.V. ;) If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about? Help me to understand what I'm saying, and I'll explain it better to you Rating helpful answers is nice, but saying thanks can be even nicer.
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To retain top tech talent, organizations must look beyond financial compensation to provide growth opportunities and wellbeing.
"If you ever get annoyed, look at me I'm self-employed. I love to work at nothing all day"
What kills me on this is the corporates worlds long running standard of seemingly preferring churn (employee turnover) to giving appropriate raises to existing employees doing anywhere from an applicable to a great job. I've been in tech for 20+ years and have seen this happen repeatedly across various industries (I was in Retail and property mgt before moving to IT). If you have an existing employee named John Doe who's paid $100K annually and has been with the company for 10 years with no raise beyond cost of living adjustment and he wants a raise what do you do? While $100K was the going rate 10 years ago it's now $120K to hire someone to do the same job with equivalent experience/knowledge so your 10 year employee is only asking to be paid what they'd have to pay a new hire and yet what does the corporate world often choose? The churn option. It would make financial sense to do this if they can pay someone new less but that's not teh scenario I am describing. With inflation at record highs the last few years there are many employees in this kind of situation where they are being paid less than what a new hire would have to be paid yet if they ask for a raise the executive(s) will counter with half or less and if teh employee doesn't take it they choose to let them go. How incredibly dumb is that?
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What kills me on this is the corporates worlds long running standard of seemingly preferring churn (employee turnover) to giving appropriate raises to existing employees doing anywhere from an applicable to a great job. I've been in tech for 20+ years and have seen this happen repeatedly across various industries (I was in Retail and property mgt before moving to IT). If you have an existing employee named John Doe who's paid $100K annually and has been with the company for 10 years with no raise beyond cost of living adjustment and he wants a raise what do you do? While $100K was the going rate 10 years ago it's now $120K to hire someone to do the same job with equivalent experience/knowledge so your 10 year employee is only asking to be paid what they'd have to pay a new hire and yet what does the corporate world often choose? The churn option. It would make financial sense to do this if they can pay someone new less but that's not teh scenario I am describing. With inflation at record highs the last few years there are many employees in this kind of situation where they are being paid less than what a new hire would have to be paid yet if they ask for a raise the executive(s) will counter with half or less and if teh employee doesn't take it they choose to let them go. How incredibly dumb is that?
I don't think stupidity is the explanation. I think that the bean counters really do think of IT staff as commodities.
The difficult we do right away... ...the impossible takes slightly longer.
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I don't think stupidity is the explanation. I think that the bean counters really do think of IT staff as commodities.
The difficult we do right away... ...the impossible takes slightly longer.
Bean counters traditionally refers to the accountant or controller and I've never known any in that position to be involved in teh process of raise or new hire; that's usually the higher ups. Even if the person you would report to (i.e. your boss) is wanting to keep you with a raise they still typically after to get approval from further up unless their dept is run by budget and they are allowed to allocate that budget as they deem fit. I agree that IT is more valued but not just by one group. Today I believe most in a company(as long as they use a computing device for work) better appreciate IT than say 10-15 years ago. I personally saw this happen at a former employer where they had to pay MORE (not just teh same) for a new/replacement employee than give teh raise to the former woman who was doing the same job. One can act stupidly and not be stupid and believe that's what most of the higher ups do. I've been in the work force for 30+ years in a variety of industries/fields and I often find most at the top got there because of their connections and not because they were the best and the brightest. This is with medium to large sized companies. Every small business I ever worked for was almost the opposite where the owner valued his staff as more than just a human asset.
