I have recently participated in several conversations on how salary ranges are used in various companies. I’m not speaking now about large corporations which need to synchronize ladders across offices and departments, but of micro- and mini-ISVs.
Many of the problems I heard of come from a simple mistake of taking these ranges too seriously. Far too often managers forget that every developer in a small team is individual and bound his career path to a predetermined grid.
In reality these ranges should not constrain, but help managers when he is not sure about the pay. Whenever you know exactly which compensation certain employee deserves, you shouldn’t try hard binding it to the grid.
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