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Things would be a lot more fair if we just had a list of the compensation of every employee at companies. The way it works now with everything being totally confidential is supposed to benefit the employees, but it really benefits the company because it allows them to pretend that a salary range for a role is X when it's really Y. I know my last firm did this a lot, and your pay in a department was wildly divergent from the guy next to you. We had three people with the same job, essentially the same experience and same qualifications, one made $45,000, one made $57,500, and one made $70,000. It would allow for better negotiations for new employees as well as for existing employees at review time.
Yes, the whole idea of "privacy" is lost, but do I really care if John or Kelly knows how much I make? I'd rather have one bargaining chip in a salary negotiation.
I recently took a new job for a decent raise, but there's a woman in the same role who may be making significantly more than me for all I know. Had I been able to see "well, the other Analyst at this firm makes X", I could have had a better position for the salary negotiation.
Plus, knowing how much upper management makes would probably cause some backlash among their employees but it may also help to curb this rampant widening of the gap between the pay of upper management and the average worker.
After all, publicly traded companies are required to show the compensation for "key employees" so there is some precedence.
Just because someone does the same job as you do, doesn't necessarily entitle you to their pay. You could be in the same position but someone could be far better at it as you are, hence the higher pay. Or they could have been in that role for 20 years, whereas you're new to the company. Sounds a little socialist to me......
In the end, do well at your job and more times than not you'll be compensated for it. Typically those folks complaining about pay are the ones least deserving of more money.
Just because someone does the same job as you do, doesn't necessarily entitle you to their pay. You could be in the same position but someone could be far better at it as you are, hence the higher pay. Or they could have been in that role for 20 years, whereas you're new to the company. Sounds a little socialist to me......
In the end, do well at your job and more times than not you'll be compensated for it. Typically those folks complaining about pay are the ones least deserving of more money.
^^^Yep. Agree with all of this, but really agree with the bolded sentence...
Just because someone does the same job as you do, doesn't necessarily entitle you to their pay. You could be in the same position but someone could be far better at it as you are, hence the higher pay. Or they could have been in that role for 20 years, whereas you're new to the company. Sounds a little socialist to me......
In the end, do well at your job and more times than not you'll be compensated for it. Typically those folks complaining about pay are the ones least deserving of more money.
Bingo. There is no reason why everyone in the same role should automatically receive the same pay. You are negotiating what you think you are worth. If you accepted a specific pay from the company you said that was a fair salary for them to pay you.
Why should someone who knows less and does less than me get the same pay just because we have the same title?
Conversely, I shouldn't be paid a higher salary than someone else if I don't know what they know and can't do what they do, despite the same title.
To be upset about what someone else MIGHT be earning (you aren't even sure - you are guessing) is pointless and starts your internal job morale off on a bad foot. For all you know, they started at minimum wage and are making $10K less than you. You don't know.
This happened at my current job. I was hired with a certain job title to work with a woman with the exact same title who had been at the company for almost 20 years. She was very open, once we became friends, about the fact that she started working there at what amounted to minimum wage. When I got hired in 2009, I most definitely was earning much more than minimum wage. In fact, I deduced during our conversations that was making the exact same salary she was. And she had put in 20 years of service beforehand. After one year I was promoted to a new title and given a large raise. And just like that, in one year's time, I was earning more than her.
You got a new job which included a pay increase you were happy enough with to accept the position. Work there for a year, and if you feel like you are underpaid after that time, ask for a raise. Stop worrying about what other people are earning.
1) No matter what you think, my pay is not your business.
2) I am the highest paid person in my classification. Why? Because I do more than is expected of me, I think of new ways to do things, I volunteer for jobs no one else wants, etc. All of which my boss recognizes and rewards.
You would be in an infinitely better position to negotiate salary if you had industry-wide data for similar roles. Several sites post them now, research what the industry averages are in or near your zip code and use those vs. your co-workers.
I don't think it is necessarily good to know to the penny how much the person in the next office over makes.
I do think it is good when companies expose the salary range. For example, someone in position A makes between $50k $75k per year. Being promoted to position B means your salary range is $70k-$85k, etc.
That way you know where you stand in the range, and, if you're at the high end, you know it's past time to be working toward your next promotion. And, if you've been at the low end for a long time, you need to be doing something different.
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