He went to management and said, "Give me a 17% raise or I'm leaving." They didn't and he did. The fallout was cataclysmic.
I wish this happened more often. Then people would just automatically receive, as a raise, whatever it costs to hire a replacement. The problem is that people are really too nice about their compensation and don't realize that they have a business to run -- themselves.
(Man, now I want to get a business card that lists my title as "Technical Prostitute".)
Comments
He went to management and said, "Give me a 17% raise or I'm leaving." They didn't and he did. The fallout was cataclysmic.
I wish this happened more often. Then people would just automatically receive, as a raise, whatever it costs to hire a replacement. The problem is that people are really too nice about their compensation and don't realize that they have a business to run -- themselves.
(Man, now I want to get a business card that lists my title as "Technical Prostitute".)
I'm sorry but when you reach that kind of situation, you have a huge HR problem.
But this seems to be fairly common among the mid-to-large size companies.
Wouldn't you get stuck in a loop though? I demand a raise today or I'll quit so I'm given $X to pacify me. What stops me doing the same next week?
Whether you're actually worth $X.
> (Man, now I want to get a business card that lists my title as "Technical Prostitute".)
http://www.thatwasfunny.com/differences-between-consulting-a...
Why 17%?
Maybe so the raise could ultimately be 10-15% and the company would think they'd "won."
Probably added up to some round number, a psychological barrier.
There's no reason the percentage should be a "round" number :-)