Sharing salary information @ the big G
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So here's an interesting insight into Google and how they handle salary discussions
http://www.wired.com/2015/07/happens-talk-salaries-google
tl;dr
It upsets management and paints a target on your back. -
Not surprising, nothing positive is ever leaked out of there. Everything is secretive which indicates that if people knew what it was like on the inside they would not be very eager to go there.
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Pretty sure in the US it's illegal to stop employees from talking about pay. It steams from the right to form a union and discuss your employer with coworkers.
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@thecreativeone91 said:
Pretty sure in the US it's illegal to stop employees from talking about pay. It steams from the right to form a union and discuss your employer with coworkers.
HUH, I think I'll have to check our employee handbook - I think it's a fire-able offense here.
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@Dashrender said:
@thecreativeone91 said:
Pretty sure in the US it's illegal to stop employees from talking about pay. It steams from the right to form a union and discuss your employer with coworkers.
HUH, I think I'll have to check our employee handbook - I think it's a fire-able offense here.
Well that violates federal labor law.
Here's the first link google turned up on it http://www.twc.state.tx.us/news/efte/salary_discussions.html
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This reminds of a parable I was told a long time ago basically where someone takes a job, the employer asked them what it would take to make them happy, let's say that number was $30K, then 6 months later that employee finds out that most of their co-workers were making $50K. The employee huffed into his boss's office asking why they were paid so much less than the rest. The employer told them they were paid what they asked for, why were they upset?
Of course there's several take aways here. Research what normal pay ranges are for the position you're going for are - this one can be tough and can sometimes range wildly. If you do find out that you're paid significantly less than those around you, assuming your company has a normal review process, perhaps wait until then, and even if you don't wait until then, instead of going in in a huff, approach your management about a raise stating the reasons why you think you deserve it, probably leaving out the fact that you know the others are making more than you.
Now those things said, I've never really solidified my personal position on these wild salary ranges. I appreciate the simplicity of knowing that a certain job brings with it a certain pay, but this can at the same time demotivate or at least provide no motivation to improve, but this implies that money is the root of motivation, which frankly I do believe is the case more often than not. Of course there are those where money is not a motivating factor either because they are already in a pay range that this doesn't matter to them as they already want for nothing, or they simply aren't motivated by financial gain.
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@Dashrender said:
@thecreativeone91 said:
Pretty sure in the US it's illegal to stop employees from talking about pay. It steams from the right to form a union and discuss your employer with coworkers.
HUH, I think I'll have to check our employee handbook - I think it's a fire-able offense here.
That it is in writing makes it that much worse. There is no way to hide intent. You could probably sue for a pretty penny.
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@Dashrender said:
Now those things said, I've never really solidified my personal position on these wild salary ranges. I appreciate the simplicity of knowing that a certain job brings with it a certain pay, but this can at the same time demotivate or at least provide no motivation to improve, but this implies that money is the root of motivation, which frankly I do believe is the case more often than not. Of course there are those where money is not a motivating factor either because they are already in a pay range that this doesn't matter to them as they already want for nothing, or they simply aren't motivated by financial gain.
Of course money is the primary motivation. People primarily work for the sole purpose of getting money. You are trading money for labor.
Would you be surprised if the company saw something as reason for hiring people other than having them work? Same difference.
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@scottalanmiller said:
@Dashrender said:
Now those things said, I've never really solidified my personal position on these wild salary ranges. I appreciate the simplicity of knowing that a certain job brings with it a certain pay, but this can at the same time demotivate or at least provide no motivation to improve, but this implies that money is the root of motivation, which frankly I do believe is the case more often than not. Of course there are those where money is not a motivating factor either because they are already in a pay range that this doesn't matter to them as they already want for nothing, or they simply aren't motivated by financial gain.
Of course money is the primary motivation. People primarily work for the sole purpose of getting money. You are trading money for labor.
Would you be surprised if the company saw something as reason for hiring people other than having them work? Same difference.
Sure, of course! But sometimes more money is not what you need to give to employees to motivate them to do better, or care more about your company (at least not directly). A more flexible schedule, a gym membership, more vacation, onsite day care are all examples of non direct cash things employees sometimes want more than cash itself and will serve a company better to motivate their employees to do better for the company.
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@Dashrender said:
Sure, of course! But sometimes more money is not what you need to give to employees to motivate them to do better, or care more about your company (at least not directly).
That's correct, studies show that there is a huge gain in motivation until you hit the "right" amount. After that additional money does little (other than retention) but other factors matter far more. But if you are making way less than other people, you are below that "right" amount in nearly all cases.
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@scottalanmiller said:
@Dashrender said:
Sure, of course! But sometimes more money is not what you need to give to employees to motivate them to do better, or care more about your company (at least not directly).
That's correct, studies show that there is a huge gain in motivation until you hit the "right" amount. After that additional money does little (other than retention) but other factors matter far more. But if you are making way less than other people, you are below that "right" amount in nearly all cases.
True, but I prefaced the remarks about motivation by saying that one was already making the 'right' amount of money.
