What does NOT determine a good salary
The first criterion that the salary is good, many employees call "so that there is enough for life." And this is a big mistake.
A person who starts negotiations with me on his salary and justifies the level of his requirements with his expenses is at a great risk. No, it does not take risks, but simply nullifies its chances of being accepted for decent work.
Because the leader, no matter how tough and cynical it sounds, does not care how much a person spends on his life. What kind of car does the candidate have and how much gasoline does she eat, does he have to pay on the mortgage, how much are his wife's outfits and where are they used to going on vacation. This is all unimportant.
Quite the contrary! If you are in debt like in silk, while driving an expensive car, and the position for which you are applying does not provide for such money, an alarm bell rings in the head of the head. Such a person cannot be and is even dangerous to hire. He does not control his expenses and he lives beyond his means.
From my own experience
Once, a companion came to me for an interview, who in the course of our interview indicated his level of salary request, confiding in confidence that he would be glad to ask for less, but he took out a very expensive car (almost Bentley) and Now he needs to pay interest on the loan and pay for the car itself. Do you think I took him to work?
Therefore, a good salary from the point of view of the leader and the employer is not determined by the fact that the employee has enough for life. It is determined by completely different things.
How is a good salary determined?
1. Market
Your good salary is determined by the market. Supply and demand. Trite, simple and even a little cruel. But it is so. Each item, without exception, has its own market value. True, the higher the level of a hired person, the greater the range of market salaries. And the lower the level, the smaller the range.
What question is constantly in the head of any manager during an interview? The trivial question, as in advertising for washing powder, is why pay more? If you can get the same cheaper. This must be understood and accepted.
When negotiating a salary level with someone who aspires to even the highest positions in the organization, a good HR always has the market ranges. And not taking them into account is short-sighted and even sometimes dangerous for any organization.
Of course, in exceptional cases, it is possible, and even necessary, to go beyond the market range. But this can only be done by understanding that the person sitting in front of you is truly exceptional. Despite the fact that most likely its exclusivity will have to be checked later, in fact. Moreover, raising the salary above the market level, the manager creates for himself the inevitable problems in the future.
From my own experience
A year ago, we were looking for a person for the position of manager of an important block for the company. We reviewed a bunch of guys. One guy comes, good experience. True young, but this is not such a big drawback. But he so simply says: I want a million dollars only a fixed salary. Plus a bonus. Because now I get so much.
It’s just that one large state bank overheated the market of these specialists some time ago and they all went to the roof of it. But the realities on the market are not the same. In reality, this position in the market is not worth so much. No way. Of course, I explained to the guy the meaning of life and the current situation, but he could not accept it. And this is for the best. For both sides.
This rule works the other way. Trying to underpay regarding the market, the manager creates an even bigger problem for himself. Because accepting a person to work who gets off-market, it is much more likely to get an underpaid employee in your organization. And this is an increased level of risk of demotivation and, worst of all, with a very high risk of leaving the company. And the higher the position of this person, the more painful this departure will be for the entire organization.
Therefore, underpaying is an even greater risk than overpaying. And a good leader understands this.
2. Salaries of colleagues
When deciding whether to hire a new employee or increase the salary of someone who already works in the company, the manager always pays attention to the level of salaries of colleagues working at the same position levels. People in some strange way (I still don’t understand how) learn about the income level of their colleagues. And if you overpay someone, wait for trouble. The rest will be unhappy, and you risk creating a problem for yourself out of the blue. And this harsh reality manifests itself at almost all levels of the hierarchy - from the head of the company to completely ordinary employees.
From my own experience
The guy who asked for a million dollars of fixes is not only above the market in his position. This is a time bomb under the entire horizontal control, a bomb under the moral situation in the team and the potential demotivation of effective, but less expensive colleagues.
The first criterion that the salary is good, many employees call "so that there is enough for life." And this is a big mistake.
A person who starts negotiations with me on his salary and justifies the level of his requirements with his expenses is at a great risk. No, it does not take risks, but simply nullifies its chances of being accepted for decent work.
Because the leader, no matter how tough and cynical it sounds, does not care how much a person spends on his life. What kind of car does the candidate have and how much gasoline does she eat, does he have to pay on the mortgage, how much are his wife's outfits and where are they used to going on vacation. This is all unimportant.
Quite the contrary! If you are in debt like in silk, while driving an expensive car, and the position for which you are applying does not provide for such money, an alarm bell rings in the head of the head. Such a person cannot be and is even dangerous to hire. He does not control his expenses and he lives beyond his means.
From my own experience
Once, a companion came to me for an interview, who in the course of our interview indicated his level of salary request, confiding in confidence that he would be glad to ask for less, but he took out a very expensive car (almost Bentley) and Now he needs to pay interest on the loan and pay for the car itself. Do you think I took him to work?
Therefore, a good salary from the point of view of the leader and the employer is not determined by the fact that the employee has enough for life. It is determined by completely different things.
How is a good salary determined?
1. Market
Your good salary is determined by the market. Supply and demand. Trite, simple and even a little cruel. But it is so. Each item, without exception, has its own market value. True, the higher the level of a hired person, the greater the range of market salaries. And the lower the level, the smaller the range.
What question is constantly in the head of any manager during an interview? The trivial question, as in advertising for washing powder, is why pay more? If you can get the same cheaper. This must be understood and accepted.
When negotiating a salary level with someone who aspires to even the highest positions in the organization, a good HR always has the market ranges. And not taking them into account is short-sighted and even sometimes dangerous for any organization.
Of course, in exceptional cases, it is possible, and even necessary, to go beyond the market range. But this can only be done by understanding that the person sitting in front of you is truly exceptional. Despite the fact that most likely its exclusivity will have to be checked later, in fact. Moreover, raising the salary above the market level, the manager creates for himself the inevitable problems in the future.
From my own experience
A year ago, we were looking for a person for the position of manager of an important block for the company. We reviewed a bunch of guys. One guy comes, good experience. True young, but this is not such a big drawback. But he so simply says: I want a million dollars only a fixed salary. Plus a bonus. Because now I get so much.
It’s just that one large state bank overheated the market of these specialists some time ago and they all went to the roof of it. But the realities on the market are not the same. In reality, this position in the market is not worth so much. No way. Of course, I explained to the guy the meaning of life and the current situation, but he could not accept it. And this is for the best. For both sides.
This rule works the other way. Trying to underpay regarding the market, the manager creates an even bigger problem for himself. Because accepting a person to work who gets off-market, it is much more likely to get an underpaid employee in your organization. And this is an increased level of risk of demotivation and, worst of all, with a very high risk of leaving the company. And the higher the position of this person, the more painful this departure will be for the entire organization.
Therefore, underpaying is an even greater risk than overpaying. And a good leader understands this.
2. Salaries of colleagues
When deciding whether to hire a new employee or increase the salary of someone who already works in the company, the manager always pays attention to the level of salaries of colleagues working at the same position levels. People in some strange way (I still don’t understand how) learn about the income level of their colleagues. And if you overpay someone, wait for trouble. The rest will be unhappy, and you risk creating a problem for yourself out of the blue. And this harsh reality manifests itself at almost all levels of the hierarchy - from the head of the company to completely ordinary employees.
From my own experience
The guy who asked for a million dollars of fixes is not only above the market in his position. This is a time bomb under the entire horizontal control, a bomb under the moral situation in the team and the potential demotivation of effective, but less expensive colleagues.
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