It’s been a long time since I was a middle manager in corporate America, but the way big companies worked then was based on salary brackets supposedly reflecting market rate (there was a company Hays that published these) and something called compa ratio which was percent of midpoint. Raises were based on performance review and compa ratio. Manager had some wiggle room, but was constrained by the formulas.
If someone got a good performance review and was at 80% of midpoint, he could get a big raise to accelerate him to midpoint. If he was at 110% of midpoint, raises would be small, and if he was at 120% of midpoint, he’d be capped out. The system basically dictated that employees above midpoint of their bracket needed to get a promotion or see their pay stagnate. Keep in mind though we had grade level promotions, so you didn’t have to go into management, you could go from associate engineer to engineer to senior engineer to staff engineer, similar in other tracks like customer service or technician. From: AF <af-boun...@af.afmug.com> On Behalf Of Zach Underwood Sent: Monday, September 16, 2024 11:53 AM To: AnimalFarm Microwave Users Group <af@af.afmug.com> Subject: Re: [AFMUG] OT Problem employees For the first 12 years of my working experience I found that if I worked some place for more than 2 years I was being underpaid. If I stayed at the role I would be 1-3% pay raise, if I changed jobs I would get 20-50%. That has slowed down some as I have moved up the pay scale. On Mon, Sep 16, 2024 at 12:41 PM Mike Hammett <af...@ics-il.net <mailto:af...@ics-il.net> > wrote: We've had a bunch of that too. For some reason, a lot of people in teach think that you're doing it wrong if you don't hop every 2 - 3 years. Silicon Valley kind of sets some of this with their stock vetting and lack of meaningful raises later. ----- Mike Hammett <http://www.ics-il.com/> Intelligent Computing Solutions <https://www.facebook.com/ICSIL> <https://plus.google.com/+IntelligentComputingSolutionsDeKalb> <https://www.linkedin.com/company/intelligent-computing-solutions> <https://twitter.com/ICSIL> <http://www.midwest-ix.com/> Midwest Internet Exchange <https://www.facebook.com/mdwestix> <https://www.linkedin.com/company/midwest-internet-exchange> <https://twitter.com/mdwestix> <http://www.thebrotherswisp.com/> The Brothers WISP <https://www.facebook.com/thebrotherswisp> <https://www.youtube.com/channel/UCXSdfxQv7SpoRQYNyLwntZg> _____ From: "Chris Fabien" <ch...@lakenetmi.com <mailto:ch...@lakenetmi.com> > To: "AnimalFarm Microwave Users Group" <af@af.afmug.com <mailto:af@af.afmug.com> > Sent: Monday, September 16, 2024 11:34:06 AM Subject: Re: [AFMUG] OT Problem employees Ken, we have an open position currently and I'd say 90% of the resumes that come thru have what I would consider a garbage work history. Random assortment of unrelated job roles, most for less than a year. Clearly no attempt or success at anything resembling a "career". I guess this is just normal now? On Mon, Sep 16, 2024 at 11:57 AM Ken Hohhof <khoh...@kwom.com <mailto:khoh...@kwom.com> > wrote: Based on Internet posts, one thing Gen XYZ seems to understand is that a PIP (performance improvement plan) or CAP (corrective action plan) basically means you’re getting fired and should start your job search now. They don’t take it as a wake up call to improve. Over the past decade or two, loyalty and trust between employers and employees seems to have mutually gone to zero. The idea of a “career” or working at the same place for years is gone, and both sides blame the other. Big corporations that regularly overhire and then lay off to appease shareholders don’t help. Yet billionaire owners like Musk expect “extreme hardcore” effort from employees who sleep on the floor. Seems like local small businesses and family owned businesses are collateral damage in all this. Younger workers learn from their reddits and tiktoks that they are expendable and so they owe no loyalty or hard work to their job. From: AF <af-boun...@af.afmug.com <mailto:af-boun...@af.afmug.com> > On Behalf Of ch...@go-mtc.com <mailto:ch...@go-mtc.com> Sent: Monday, September 16, 2024 10:29 AM To: AnimalFarm Microwave Users Group <af@af.afmug.com <mailto:af@af.afmug.com> > Subject: Re: [AFMUG] OT Problem employees We do write them up. But a bit of a harsh ass chewing seems to yield much better results much quicker than gentle feed back, mentoring, multiple reviews etc. Best Regards, Chuck McCown McCown Technology Corporation 8401 N Commerce Dr Lake Point, Utah 84074 801-250-9503 Office 435-830-4306 Cell www.mccowntech.com <http://www.mccowntech.com> www.microtrench.pro www.terabitnetworks.com <http://www.terabitnetworks.com> From: dmmoff...@gmail.com <mailto:dmmoff...@gmail.com> Sent: Monday, September 16, 2024 9:04 AM To: 'AnimalFarm Microwave Users Group' Subject: Re: [AFMUG] OT Problem employees I read a book that was about cultivating a high performance team. Bottom line was similar to the seminar you mention, but slightly different. The short version is set expectations clearly, have regular reviews, and make it clear when expectations are not being met. After a few bad reviews the most likely outcomes are that they improve or they find another job and go away on their own. If they don’t do either one then you have documentation of these reviews and you can drop them without fear of any unfounded accusations. -Adam From: AF <af-boun...@af.afmug.com <mailto:af-boun...@af.afmug.com> > On Behalf Of ch...@go-mtc.com <mailto:ch...@go-mtc.com> Sent: Saturday, September 14, 2024 4:22 PM To: af@af.afmug.com <mailto:af@af.afmug.com> Subject: [AFMUG] OT Problem employees I many years ago I went to a skilpath seminar on what to do with problem employees. After two days the bottom line was that you probably will not change them, learn to live with them or fire them. So for a number of years I gave them gentle performance reviews, some respectful feedback and then fired the ones the did not perform. There was some positive outcomes. We frequently could find someone better for the position. I used to say that I have never regretted firing anyone and almost always realized that I should have done it long ago. And I have remarked that part of our success is that we did fire people. I still believe that is true and is good advice. But in the past few years I have changed my view and tactic a little bit. I got tired of performance reviews, coaching, coddling, firing etc. I just started chewing ass. Not to the point that I created permanent psychic damage, but certainly some temporary psychic damage. One gen Z kid told me the next day that he was OK, had a cry in his car but he is now OK. And he is now OK, good performer. I decided I did not want to waste the training I invested. And that if they could survive the ass chewing and learn from it, I ended up overall in a better situation and they did too. So far I haven’t fired anyone since starting this I don’t think. One guy is on thin ice but he only got his ass chewing on Thursday. We will see if can pull it out. Sick of coddling Gen Z. _____ -- AF mailing list AF@af.afmug.com <mailto:AF@af.afmug.com> http://af.afmug.com/mailman/listinfo/af_af.afmug.com -- AF mailing list AF@af.afmug.com <mailto:AF@af.afmug.com> http://af.afmug.com/mailman/listinfo/af_af.afmug.com -- AF mailing list AF@af.afmug.com <mailto:AF@af.afmug.com> http://af.afmug.com/mailman/listinfo/af_af.afmug.com -- AF mailing list AF@af.afmug.com <mailto:AF@af.afmug.com> http://af.afmug.com/mailman/listinfo/af_af.afmug.com -- Zach Underwood (RHCE,RHCSA,RHCT,UACA) My website <http://zachunderwood.me> advance-networking.com <http://advance-networking.com>
-- AF mailing list AF@af.afmug.com http://af.afmug.com/mailman/listinfo/af_af.afmug.com
