> ridiculously stupid HR practices... a structure in which the only way to get a raise was to leave the company, and that was also often the best way to get promoted too
Until that culture changes, of course you're gonna assume you get fired or issued a surprise RTO order at year 7.5.
When the social contract becomes penny-pinching every opportunity, of course the employees are gonna start playing that game too.
Yes, but where does the culture change begin? My conundrum in trying to solve it is:
- Companies that pay in the top 1% of compensation already don't have a retention problem.
- Only 1% of companies can pay the top 1% of compensation.
- The other 99% have issues with retention.
- Companies only have $X to allocate for 10 years of employment compensation.
- Any 99% company that structures $X of compensation to provide bonus $Y for staying a long time will necessarily offer salary $(X-Y) until the reward is granted.
- Any 99% company that does not provide a reward for staying a long time can offer salary $X, which is higher than $(X-Y).
- A rational employee cannot depend on bonus $Y, and rationally should take competing offers of Salary $X over offers of Salary $X-Y.
A meta-comment, but I wanted to let you know that I've really enjoyed our comments today. I appreciate your ability to analyze and articulate, and most importantly making me think :-)
> ridiculously stupid HR practices... a structure in which the only way to get a raise was to leave the company, and that was also often the best way to get promoted too
Until that culture changes, of course you're gonna assume you get fired or issued a surprise RTO order at year 7.5.
When the social contract becomes penny-pinching every opportunity, of course the employees are gonna start playing that game too.