Funny how raising red flags may correlate with plain pay raise strategy.
It's a known fact, that 2+ yr tenured workers will get smaller salary bumps for loyalty or staying with the company. And the next guy walking in may have a significantly bigger salary for the same title and set of responsibilities.
I was this "next guy walking in" and during kitchen banters with colleagues it was revealed they have had a 30% smaller compensations. Since that day I never trust it's in company's interest to fairly bump salaries of tenured staff. They'd rather get a new guy and pay him more. And it's simple economy: giving 15% raise to X members with base comp Y every year is much more expensive than, say, give a 150-180% base of Y to a single fresh hire.
From my point of view, a raise flag is not getting a decent pay raise and not getting any articulation on why cloaked as annual company policy et cetra.
It's a known fact, that 2+ yr tenured workers will get smaller salary bumps for loyalty or staying with the company. And the next guy walking in may have a significantly bigger salary for the same title and set of responsibilities.
I was this "next guy walking in" and during kitchen banters with colleagues it was revealed they have had a 30% smaller compensations. Since that day I never trust it's in company's interest to fairly bump salaries of tenured staff. They'd rather get a new guy and pay him more. And it's simple economy: giving 15% raise to X members with base comp Y every year is much more expensive than, say, give a 150-180% base of Y to a single fresh hire.
From my point of view, a raise flag is not getting a decent pay raise and not getting any articulation on why cloaked as annual company policy et cetra.