> The system is designed so that most of the staffing budget goes to new hires, not to reward existing employees.
Organizations undervalue their employees, encouraging brain drain, and then wonder why retention is such a hard problem. It's almost comical.
It also doesn't help that salary sharing is still so taboo (in the US/Canada at least). Stinginess is hard to do when people know what they're worth and know what you're paying everyone else.
> Now that I see it from the manager perspective, I pledge to stay sharp and become a job hopper ... as soon as I find the time to start interviewing. :^)
It's true that interviewing takes up a lot of time, but you can accomplish a lot just by doing low-stakes networking. Connecting with someone new over coffee at a cafe (and/or virtually) is a 15-30 minutes, every once-and-a-while kind of thing. Even better if you interact with them before/after on social media.
Organizations undervalue their employees, encouraging brain drain, and then wonder why retention is such a hard problem. It's almost comical.
It also doesn't help that salary sharing is still so taboo (in the US/Canada at least). Stinginess is hard to do when people know what they're worth and know what you're paying everyone else.
> Now that I see it from the manager perspective, I pledge to stay sharp and become a job hopper ... as soon as I find the time to start interviewing. :^)
It's true that interviewing takes up a lot of time, but you can accomplish a lot just by doing low-stakes networking. Connecting with someone new over coffee at a cafe (and/or virtually) is a 15-30 minutes, every once-and-a-while kind of thing. Even better if you interact with them before/after on social media.