2.) No one who is serious about wanting a pay raise to stay is asking for an 67% increase in pay.
3.) Leaving because of pay is typically because someone is offering substantially more money/better benefits for a similar position.
4.) You have it backwards you definitely worry about raises in pay, especially before you get a raise of $10-20k.
5.) As someone who has made 60k/yr a raise of 6-10k would be more than enough incentive to stay. It would easily outpace inflation and reward someone who is doing well.
The long and short of this is that getting a raise doesn’t stop someone from looking for a new job or increase satisfaction with the company. Worse, if you ask for, say $10 more and hour and they give you $8 you are less happy than if you get no raise.
Paying people well is important, and people say it’s a primary motivator, but it isn’t as important as they think. Bad bosses, bad work environments and unsatisfying work are bigger factors than pay raises.
Toxic work envionments are a problem regardless of other factors. They are also incredibly common, with bosses using personal feelings to direct business decisions, often a portion of the administration staff is required to handle inappropriate bosses or fix whatever detail is bothering them in the moment even when it’s not a project priority.
Insufficient pay is a problem regardless of a functional work environment (including benefits) if a worker’s healthcare doesn’t cover her kid’s dentistry and she can’t afford it (plus food, rent! utilities, etc.) it’s not going to matter how much she loves her job, as the first order of business is survival for her and her family. Undercompensated workforces are also very common.
It’s not an either/or situation and HR refusing to address either is disregarding thr humanity of the workforce. And this, too, is often incredibly common. This question is a total oversimplification of labor relations and is the sort of reason we need massive reform, like general unionization.
Categorically false and not supported by the article. What you described is the negotiation process for anything. If your first ask in a wage negotiation isn’t higher than your target you’re doing it wrong.
I never said there aren’t other motivating factors to stay at a job. But saying it’s not as important as people think is at best a bad faith argument. It’s not up to you to decide what other people think, aside from the mountain of evidence otherwise.
Either you’re being purposely obtuse, you have some disgruntled employess, or you like the taste of boots. In any case, your comments aren’t contributing anything meaningful to this conversation.
Tell this to someone working 2-3 jobs. They have literally no time to live. I’d happily slap some money on the table betting that one of these people would happily enjoy one shift’s amount of time to live in exchange for a fair paying job. Even if they don’t enjoy that job.
1.) A 5% raise doesn’t even cover inflation.
2.) No one who is serious about wanting a pay raise to stay is asking for an 67% increase in pay.
3.) Leaving because of pay is typically because someone is offering substantially more money/better benefits for a similar position.
4.) You have it backwards you definitely worry about raises in pay, especially before you get a raise of $10-20k.
5.) As someone who has made 60k/yr a raise of 6-10k would be more than enough incentive to stay. It would easily outpace inflation and reward someone who is doing well.
This isn’t me just saying stuff.
https://www.payscale.com/research-and-insights/employee-turnover-pay-raises/
The long and short of this is that getting a raise doesn’t stop someone from looking for a new job or increase satisfaction with the company. Worse, if you ask for, say $10 more and hour and they give you $8 you are less happy than if you get no raise.
Paying people well is important, and people say it’s a primary motivator, but it isn’t as important as they think. Bad bosses, bad work environments and unsatisfying work are bigger factors than pay raises.
Toxic work envionments are a problem regardless of other factors. They are also incredibly common, with bosses using personal feelings to direct business decisions, often a portion of the administration staff is required to handle inappropriate bosses or fix whatever detail is bothering them in the moment even when it’s not a project priority.
Insufficient pay is a problem regardless of a functional work environment (including benefits) if a worker’s healthcare doesn’t cover her kid’s dentistry and she can’t afford it (plus food, rent! utilities, etc.) it’s not going to matter how much she loves her job, as the first order of business is survival for her and her family. Undercompensated workforces are also very common.
It’s not an either/or situation and HR refusing to address either is disregarding thr humanity of the workforce. And this, too, is often incredibly common. This question is a total oversimplification of labor relations and is the sort of reason we need massive reform, like general unionization.
Hey, I read the source, can you cite your summary of
I dont see it anywhere.
Read the article, you’re just saying stuff.
Categorically false and not supported by the article. What you described is the negotiation process for anything. If your first ask in a wage negotiation isn’t higher than your target you’re doing it wrong.
I never said there aren’t other motivating factors to stay at a job. But saying it’s not as important as people think is at best a bad faith argument. It’s not up to you to decide what other people think, aside from the mountain of evidence otherwise.
Either you’re being purposely obtuse, you have some disgruntled employess, or you like the taste of boots. In any case, your comments aren’t contributing anything meaningful to this conversation.
Tell this to someone working 2-3 jobs. They have literally no time to live. I’d happily slap some money on the table betting that one of these people would happily enjoy one shift’s amount of time to live in exchange for a fair paying job. Even if they don’t enjoy that job.