Re:Ex-Googler says she exposed company-wide pay inequality w...
by bjourne on Saturday July 18, 2015 @11:05AM
(#9907700)
I have been in that situation and no hostility arose. :) I'm ready to admit that hostility can happen but then I want examples of it, not theoretical arguments. People often don't react in the ways you think they should. Plus, "wanting to renegotiate your compensation" is very different from "being hostile".
Re:Ex-Googler says she exposed company-wide pay inequality w...
by cm2187 on Saturday July 18, 2015 @12:10PM
(#9907906)
Salary grids is often a better solution to that problem. Performance should rather be paid as a bonus than a fixed comp. The bonus is discretionary and resets every year.
Re:Ex-Googler says she exposed company-wide pay inequality w...
by timv on Saturday July 18, 2015 @07:13PM
(#9909358)
Keeping salaries confidential solves all these problems
Only if the salary is the only way in which your peer is being rewarded.
These sorts of hostilities exist quite frequently in companies that don't share salary information, because rewards exist in lots of forms, including promotion, project assignments, shift scheduling, etc.
Imagine a company that decided to keep promotions secret to avoid hostilities.
I think you're being naive. If you have a peer who works less than you (or whom you think is not as good as you are) and that peer is making more money than you, you will get pissed. It will impact your work, it will make you resentful and you will want to renegotiate your compensation. Either way, it will impact your work, probably your happiness, and it will force the company to deal with you instead of dealing with its business.
Keeping salaries confidential solves all these problems.