Re:How Much Should You Pay Your Engineers to Ensure They Sti...
by kbenson on Thursday June 18, 2020 @01:34PM
(#23565452)
> I would have loved to stay at my first organization.
Have you considered going back to the original place you liked eventually? I speak from experience. A bit less than a year ago I started back at somewhere I worked previously. If you left on good terms, it can be an extremely easy and low-stress transition compared to starting at a new business, and hiring can be easier too, as the company already knows for the most part whether you're a good cultural and skill fit (depending on how similar the job you're applying for is to what you did previously).
> The thing is, my current salary at my original organization isn't unheard of for that level of responsibility at all, the problem is that getting that kind of adjustment is impossible.
Sometimes it's easier to leave and come back later to reset expectations like that. Hiring salaries seem to be completely disconnected from promotion salary adjustments at some locations, or at least engender a different mindset.
I have a friend that noted at a prior place they worked (I believe it was SAP) that they encouraged, or at least maybe accepted and understood, that employees would leave to work at other places, and had programs in place to encourage them to come back with those new experiences and skills. If a company is large enough to have opening often and expects to be around in 10-20 years, it probably makes a lot of sense to have a program like that. As a company, why not take advantage of other companies paying and training your good employees for a few years (when the alternative is to just assume them lost forever)?
Have you considered going back to the original place you liked eventually? I speak from experience. A bit less than a year ago I started back at somewhere I worked previously. If you left on good terms, it can be an extremely easy and low-stress transition compared to starting at a new business, and hiring can be easier too, as the company already knows for the most part whether you're a good cultural and skill fit (depending on how similar the job you're applying for is to what you did previously).
> The thing is, my current salary at my original organization isn't unheard of for that level of responsibility at all, the problem is that getting that kind of adjustment is impossible.
Sometimes it's easier to leave and come back later to reset expectations like that. Hiring salaries seem to be completely disconnected from promotion salary adjustments at some locations, or at least engender a different mindset.
I have a friend that noted at a prior place they worked (I believe it was SAP) that they encouraged, or at least maybe accepted and understood, that employees would leave to work at other places, and had programs in place to encourage them to come back with those new experiences and skills. If a company is large enough to have opening often and expects to be around in 10-20 years, it probably makes a lot of sense to have a program like that. As a company, why not take advantage of other companies paying and training your good employees for a few years (when the alternative is to just assume them lost forever)?