Business Question - Hiring

[Buckley99]

You are looking to hire someone for a critical support role within the company (a role where the employee would be in direct contact with some of the company’s most valuable relationships). You identify the right person but he/she needs more money than many of the office’s more tenured people (although her request is reasonable for the market rate). Assume this is for a new role and their is no precedence for compensation. Do you...

1. Tell her that you cannot go that high and avoid rocking the boat with the rest of the office.

2. Pay her what she needs and risk upsetting the rest of the office.

3. Fire everyone and go to the coast.

Asking for a friend !

[Charles]

#3 looks appealing depending on which coast.

[Darton]

#2 if the market commands it. Salaries should not be discussed or asked about and should that surface those that have a problem with it should be forced to walk!

[RascalArms]

#2 if the market commands it. Salaries should not be discussed or asked about and should that surface those that have a problem with it should be forced to walk!

This^^^ Jay is spot on. Discussing salaries is a big NO NO!

If he/she has the skill set and talent it warrants the salary IMO. If you are in a position and have an opportunity to make the company better you do it. You have to weigh how important the position is to you.

[Bill]

#2. Comp plans are co-worker’s business. Structure comp plan after 3 months to be performance bonus based.


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[Cultured Hick]

#2, and as others have already said, discussing compensation is not allowed.

[aggieman08]

Pay everyone more, lol! J/k, tell the new employee you will cut their pay if they tell anyone what they are making and threaten payroll with their job if they tell anyone.... pretty simple.

[Sleepy]

Easy, #2

We had a millinnial type attitude that worked for us and felt he was so deserving. He found out a new hire was making a couple bucks more per hour and he raised hell and found another job. Best thing that ever happened!

[brokeno]

No 1. Where I use to work your salary and raises were supposed to be confidential. But everyone knows people talk. They would bring in a new supervisor at a higher compensation than we were making and ****** everyone off A lot of supervisors left because of this.

[chongo]

#2

But, understand you cannot legally prohibit employees from discussing their compensation. The NLRA is explicit regarding "protected concerted activity" however, as an employer, you do have have the ability to put some limits in place. Reference.

[one66stang]

#4 Hire her at slightly less than she is asking and give others the DESERVE it a raise to make up the difference.

[one66stang]

#2 if the market commands it. Salaries should not be discussed or asked about and should that surface those that have a problem with it should be forced to walk!

But in today's market they will and are discussed frequently

[Buckley99]

Like many have said, salaries/compensation are discussed frequently

[icetrauma]

Like many have said, salaries/compensation are discussed frequently

Then maybe those in other positions need perform better to catch up. Life is not fair and neither is pay. The market will decide how much he/she is worth. It's also up to each employee to prove how much they are worth and if, they fell like they deserve more, have them prove their case.


Oh...option 2. If this person can improve the company and bring in more revenue, then the salary is justified. As someone else stated, you can low ball them but provide a bonus structure to bring them up to that level and possibly even higher if, they prove their worth.

[JLivi1224]

If you’re confident you’ve found THE right person to manage and grow these relationships, then he/she should be compensated as such.

Ask yourself this, would you want him/her working for your competition?