Thought the title might pique your interest.

I once got in trouble with my boss for discussing my salary with a co-worker.  The underpaid part-timer went straight to my boss after a brief discussion  and asked for more money.  They ended up getting a pay rise because they deserved it and obviously were not getting paid as much as they added value to the company.  I got placed on the “naughty list” and told I was never to discuss salary with any co-workers.

The above paragraph raises many good points.

Firstly how open should a company be regarding workers pay? A closed structure means management have to keep a close eye on office chat and staff morale.  An open approach means the staff that add value and feel under valued can often upset the applecart.  Unless the pay structure is clear and concise, only then will all staff “understand” what is expected and for what return.

Secondly, how should growing businesses structure their pay scales?  Should a company be happy to underpay staff while growing their bottom line?  A “new” business will have to carefully monitor staff pay.  A small pay increase can have a massive impact on morale and output.  This should always come at a time when the companies balance allows and the growth outweighs potential problems. Annual rises are the norm and these can have the same pro’s and con’s.  If done on a pro-rata basis everyone knows where they stand.  Individual appraisals will appeal to some for obvious reasons but can lead to a “bosses favourites” mentality.

This article was essentially to start a discussion on how salary should be dealt with in terms of transparency.  My thoughts are that the more open a company is in dealing with pay structures the more likely of pay equality for women.  Workers will be able to gauge their worth, thus advance and progress accordingly.

Lastly I don’t think I get paid enough.  This echoes every employee I’ve ever met, and is why I’m writing this shit down!


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