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Topic # 222441 11-Aug-2017 09:06
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Long story short my employer is reviewing my departments salaries at our request. They have said they would approach other businesses in the sector to get an idea of what others are paying their staff.

 

 

 

Now one of my staff went and did the same thing using their contacts but I have been told they shouldn't have done that and left it up to management "as it makes things more difficult now"

 

 

 

Is it just me of does this sound like a complete load of rubbish? What is wrong with people doing their own research into salaries provided they are doing it professionally using contacts they have in the same field?


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  Reply # 1844946 11-Aug-2017 09:12
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Information is power. Why should only one side have the information? Unless they have something to hide.




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  Reply # 1844951 11-Aug-2017 09:15
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Dingbatt: Information is power. Why should only one side have the information? Unless they have something to hide.

 

 

 

I don't see the point.  If one is unhappy with the management findings then quit. 


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  Reply # 1844954 11-Aug-2017 09:17
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Sounds like a tactical error.

 

 

 

Wait for management to produce results THEN provide data to challenge.






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  Reply # 1844955 11-Aug-2017 09:18
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My initial thought is management are scared of losing key staff?

 

 


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  Reply # 1844958 11-Aug-2017 09:21
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Information is power as stated above but maybe in this case they don't want to be comparing different roles with the same expectation.





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  Reply # 1844959 11-Aug-2017 09:21
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No-one has a right to define what someone talks to an industry peer about, so long as it's not against a policy agreed by the employee.  Management is naive if they think their people aren't doing their own research.  They also don't need to go out to other business to see what they're paying, when there are independent reports across industries that do just that.


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  Reply # 1844960 11-Aug-2017 09:22
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kryptonjohn:

 

My initial thought is management are scared of losing key staff?

 

 

 

 

Why would staff leave before knowing the outcome of the salary investigation? It seems presumptious, and multiple salary investigations probably do not help.

 

My view is let management release their findings, then, object if you disagree.   And, if no agreement can be reached then quit and get the job with the higher salary. 


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  Reply # 1844961 11-Aug-2017 09:23
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surfisup1000:

 

 

 

Why would staff leave before knowing the outcome of the salary investigation?

 

 

Because job security and satisfaction isn't just about salary, and the way such things are handled by management can be a key indicator for whether the company is worth working for.  


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  Reply # 1844963 11-Aug-2017 09:24
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It's in management's interest to keep salaries down

 

It's in your interest to get a fair salary. 

 

Even better would be if you could point to a relatively independent source of information about salaries that you could agree on rather than each doing your own research. At least then there could be no accusations of bias. 

 

 


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  Reply # 1844967 11-Aug-2017 09:29
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evnafets:

 

It's in management's interest to keep salaries down

 

It's in your interest to get a fair salary. 

 

Even better would be if you could point to a relatively independent source of information about salaries that you could agree on rather than each doing your own research. At least then there could be no accusations of bias. 

 

 

 



"It's in management's interest to keep salaries down" And they wonder why no one wants to be at work, has no commitment to the company and there are high staff churn rates. Invest in your staff and they will invest in you. Anyway the employers that dont invest in their staff just end up costing themselves more money in training, time, HR and they don't develop employees skills in their field.
 
I've been undervalued plenty of times and it only cost that company not myself, If your in a position like that just move on. 





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  Reply # 1844977 11-Aug-2017 09:35
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I have a feeling that management are wanting to get the lowest figure possible and someone doing their own research and coming back with legitimate higher figures puts a spanner in their plan. 

 

 

 

 


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  Reply # 1844978 11-Aug-2017 09:35
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Coil:

 

evnafets:

 

It's in management's interest to keep salaries down

 

It's in your interest to get a fair salary. 

 

Even better would be if you could point to a relatively independent source of information about salaries that you could agree on rather than each doing your own research. At least then there could be no accusations of bias. 

 

 

 



"It's in management's interest to keep salaries down" And they wonder why no one wants to be at work, has no commitment to the company and there are high staff churn rates. Invest in your staff and they will invest in you. Anyway the employers that dont invest in their staff just end up costing themselves more money in training, time, HR and they don't develop employees skills in their field.
 
I've been undervalued plenty of times and it only cost that company not myself, If your in a position like that just move on. 

 

 

 

 

Not always, I was in the habit of researching industry pay scales usually on a yearly basis. I  held the belief that I must pay industry standards or better in order to....

 

Maintain staff morale.

 

Staff retention.

 

Being able to hire the right people.

 

Paying more often costs you less.





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  Reply # 1844994 11-Aug-2017 09:53
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surfisup1000:

 

kryptonjohn:

 

My initial thought is management are scared of losing key staff?

 

 

 

 

Why would staff leave before knowing the outcome of the salary investigation? It seems presumptious, and multiple salary investigations probably do not help.

 

My view is let management release their findings, then, object if you disagree.   And, if no agreement can be reached then quit and get the job with the higher salary. 

 

 

How are you going to know if you disagree without doing some research?


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  Reply # 1844998 11-Aug-2017 10:02
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It's in management's interest to keep salaries down

 

 

Not in mine. I'm more interested in people performing well. Of course, that doesn't mean we can afford to pay over-inflated salaries, but if you underpay you typically get either get low morale, resentment, poor staff retention or disengagement. It's usually much better for the business to have an engaged, highly-productive worker on $90k than a disengaged, low-productive person in the same role on $70k.





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  Reply # 1845009 11-Aug-2017 10:10
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BlueShift:

 

surfisup1000:

 

kryptonjohn:

 

My initial thought is management are scared of losing key staff?

 

 

 

 

Why would staff leave before knowing the outcome of the salary investigation? It seems presumptious, and multiple salary investigations probably do not help.

 

My view is let management release their findings, then, object if you disagree.   And, if no agreement can be reached then quit and get the job with the higher salary. 

 

 

How are you going to know if you disagree without doing some research?

 

 

Sure, do some research, but keep it to oneself to use as ammunition after management release their findings.   If necessary. 


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