I really like this but 2 things:
1) I really wish there was a pause button.
2) Please notify the user that it is using their YouTube account to play music. My YT history has now blown up with songs, and it felt kind of invasive.
Nice site! I look forward to using it in the future. One thing - when using lastpass to generate a password, it fails to fill the first password and only fills the "repeat" portion. Likewise, it fails to fill the username field for login.
Yeah, I have this problem with Mac's keychain on Safari as well. I haven't had the time to fix yet, but it's helpful to hear the same from someone else. Thanks.
If an employee is coming to you with those offers instead of just leaving for the other job, shouldn't that indicate to you that they WANT to stay, but they also want to keep their career moving forward and earn more money? Why is that unreasonable? You're sending people out the door that want to continue working for your company just because they're telling you they have better opportunities and giving you a chance to give them one, too.
All numbers I've seen show that people who take counter offers from their current employers generally leave anyway.
There are exceptions: when salary is the ONLY problem, and usually that topic will have come up. So if the employee came to talk salary, was denied, then got some offers, came back with them, and asked again, then sure. But any company worth its salt will have done something before the other offers were ever in play.
If someone gets offers right off the bat and never talk salary first, then they'll be gone in 6 months unless you give them way above market rate.
Maybe they SHOULD leave even if they WANT to stay.
Career advancement some times requires that the current manager say :
"Sofia, this is a great opportunity for you. While we could make you a counteroffer - you really should make the move to advance your career. Please let me know if you want a counteroffer anyhow."
For the reasons stated, I would not give in. This is a slippery slope.
Raising the pay of one employee out of band will usually lead to group behavior, meaning others do the same for the same reasons.
I was also mostly budget constrained in the past and could not raise budget to significantly (say 20%) pay raise several employees.
If the employee for whatever reasons earns say 10% below average of the other employees, I would get her a pay raise.
Which is why changing jobs is the only way to get paid what you're worth: management has neither the backbone nor the incentive to price things properly. So instead we perform the cognitive hack of two underpaid employees trading jobs, because as you said, "The easiest time to give an employee a raise is during hiring."
I figure the only way to really fix this 'the only way to get a raise is to leave for a year' method is to figure out how to include retention in engineering manager's perf evaluation.
And employees will continue their migration outwards to other firms. They'll tell their (now ex) coworkers about how much better they're paid elsewhere, and those coworkers will start to sniff around as well. It's a lose-lose situation. If employee retention is the goal, better to strive to pay top-of-market (see: Netflix, most small/medium consulting firms) than let your best and brightest be woo'd elsewhere.
Your comment proves the point of the article. As long as the management refuses to pay a salary that is at par with the market standard, the only way to get paid as per the market standard is to get a new job.
Yep. Since I graduated from college 6 years ago, my compensation has increased 165% (starting from mid-five figures). How? By switching jobs every couple of years, and always increasing by a minimum of 10%. And honestly, I'm just getting started. Though my hope is that my current employer makes it worth my while to stay for a longer duration. I'm getting tired of switching every couple years, as is my family.
A lot of employees would gladly choose to stay at their current company if the pay raise was fair. It's not easy for people to uproot their lives every 2 years. But there has to be an actual incentive (financial) to staying at a company long term.
Why would they have to uproot every 2 years? Many (the majority of?) tech workers are close-ish to big cities with healthy tech scenes, and remote work is very much 'a thing' these days too. Live in Seattle, get paid for work done in LA, SFO, Portland, etc.
Not everyone is interested in remote work, including IBM. Not everyone lives in big, tech cities. There is an inherent transition cost when switching companies.
This only works if the employees can get competing offers which are 20% raises though. Surely if your employees are worth 20% more on the open market then they shouldn't stay anyway?
This reminds me of Thing Explainer by Randall Munroe (of xkcd). Granted, that book uses 1,000 words instead of ~100, I think the concept is pretty much the same.
To prevent a new browser request and to get a formatted version of the raw source in Chrome, you can open up the dev tools, go to sources, find the name of the page, and then click the curly brackets in the bottom left corner of the tools. It's still missing a good cursor implementation, though.
