Let me walk you through how this happens and what someone should do about it.
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Why Are New Hires Given Higher Salaries Than Existing Staff? | JobSearchTV.com
Wow Jeff, 10 years at one company and I finally understand this! Thanks 👍
Glad to help. That’s the way the system is set up.
😂 I work audit at a hotel with 4 years of experience and been at company for 1.5 years… and I’m payed same as a guy who is training at same job and he has no experience and very poor English 😂
I understand your reasoning, but what’s going on at GameStop right now doesn’t make any sense.
They are paying higher rates to new hires because the market have moved and keep the existing staff angry, which I think impacts on the output quality on way or another, it takes 3 months for a new employee to get up to speed, so the employer is paying more for less. It’s been 6 months on this situation and the fact is that they keep 1 out of ten new hires in les than a month, some don’t even last a day, most of them don’t make it through a week. So they are paying more to employees that don’t even produce 50% of the goal and damage the entire staff mood, no one cares about anything right now, when management try to say anything about why is some one just hanging around instead of working, the answers is the money sign with no remorse or fear.
This is a type of compensation system that works fine for stupid administrative work where a skillset is something a trained monkey can do. This makes absolutely no sense for most engineering work. The ditzes in HR and on the executive boards think they can just find new talent to fill in gaps while letting attrition take care of the rising cost of compensation, but what gets sacrificed is the so-called “tribal knowledge” that goes out the door.
Time and again when people that have 6 months, a year, several years worth of working through the company’s system and culture, now all of a sudden the company is reliant upon the new person to pick all that up when people leave. Instead of trying to cultivate a work environment that people feel reasonably compensated for in their growth, they incentivize the seasoned employee to look elsewhere? That’s just dumb. Having an entirely new person have to come in, learn the products, engage in potentially completely new design challenges, having to establish relationships with new field applications engineering and sales contacts, having to understand the limitations of the established framework of the company in what dictates where designs need to go… All that is wasted time and money having to get constant new hires oriented the way business needs to be conducted. I don’t understand how anybody interested in cutting cost and lead time to market for the company’s products is convinced that all this waste and turnover is a necessary byproduct of keeping a company going.