You bring up some really great points. Often when examining Tech companies people get overlooked for how valuable they really are to the success of the company. Cars are useless without key components, same goes for Tech teams.
If you are not actively courting the best support staff money can buy and paying them enough to show you respect them, you are, flatly, a fool.
I disagree with this statement because paying someone lots of money !== respect. Respect is more about treating them as a valuable member. You don't need the best team money can buy, you need a good team with great leadership.
Overall I think you did great on writing about the importance of the team as a whole! Looking forward to more from you.
Heidi is a developer advocate at LaunchDarkly. She is passionate about clear communication, humane workplaces, and conference speaking. In her spare time, she sews dresses with pockets.
Money does not substitute for respect, but it's a good proxy for how much a company values your contribution. Great leadership can only do so much about morale and retention in the face of knowing that you're paid half as much as the person on the other side of the room.
I think the gist of what she meant was the following: you can think I'm valuable but if I, as an employee, can't make ends meet to reach the end of the month, you're telling me I am not valuable enough, and hence you're not respecting me enough :D
It's not about the absolute amount of money you pay yes, on that we agree, it's about being paid enough.
The same goes with the pay gap. If you have two people of different genders with the same skills and responsibilities and titles and one of the two is payed substantially less than the other you're not valuing both the same way. Even if to their faces you are equally nice and respecting.
The second the person less paid finds out is going to think you don't value them enough, and that's true.
Yeah, that makes a lot more sense with that context.
Basecamp's pay is a great example of how compensation should be handled. I love how they pay the same regardless of location, that's amazing. Thank you for linking that!
Yeah Basecamp's strategy is very cool. The only minor flaw I can imagine is that people living in places in the world that are wildly more expensive than Chicago could be discouraged from applying but I reckon they are not that many and as you said, pay is not everything and Basecamp seems very transparent from day one ;-)
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You bring up some really great points. Often when examining Tech companies people get overlooked for how valuable they really are to the success of the company. Cars are useless without key components, same goes for Tech teams.
If you are not actively courting the best support staff money can buy and paying them enough to show you respect them, you are, flatly, a fool.
I disagree with this statement because paying someone lots of money !== respect. Respect is more about treating them as a valuable member. You don't need the best team money can buy, you need a good team with great leadership.
Overall I think you did great on writing about the importance of the team as a whole! Looking forward to more from you.
Money does not substitute for respect, but it's a good proxy for how much a company values your contribution. Great leadership can only do so much about morale and retention in the face of knowing that you're paid half as much as the person on the other side of the room.
I think the gist of what she meant was the following: you can think I'm valuable but if I, as an employee, can't make ends meet to reach the end of the month, you're telling me I am not valuable enough, and hence you're not respecting me enough :D
It's not about the absolute amount of money you pay yes, on that we agree, it's about being paid enough.
The same goes with the pay gap. If you have two people of different genders with the same skills and responsibilities and titles and one of the two is payed substantially less than the other you're not valuing both the same way. Even if to their faces you are equally nice and respecting.
The second the person less paid finds out is going to think you don't value them enough, and that's true.
I find very Basecamp's pay structure a very interesting experiment: m.signalvnoise.com/how-we-pay-peop...
Yeah, that makes a lot more sense with that context.
Basecamp's pay is a great example of how compensation should be handled. I love how they pay the same regardless of location, that's amazing. Thank you for linking that!
Yeah Basecamp's strategy is very cool. The only minor flaw I can imagine is that people living in places in the world that are wildly more expensive than Chicago could be discouraged from applying but I reckon they are not that many and as you said, pay is not everything and Basecamp seems very transparent from day one ;-)