I'm just saying that the way compensation is determined currently (primarily per tech stack and years of experience) doesn't seem to have a good effect on the industry as a whole. It encourages rushing into "hot" technologies, and discourages sticking around with a single company and project for more than a couple of years. I think companies have to start taking into account the possibility that the value of certain classes of employees (like software developers, for one) to the organization might drastically increase without that person learning any new skills.
If I'm making $50,000 as a developer at Company X, but I know that other developers using the same tech I do at other companies are making $75,000, what are the chances I'm going to get a $25,000 raise from Company X? Probably nothing. But the chances of me getting myself a raise by switching jobs are pretty good. Likewise if I know that developers using Tech Y are making $100,000, I'm going to try and get my company to adopt Tech Y, regardless if it's good for the company or not. Then, once I know enough about it to impress an interviewer, I'm gone. I have a theory that this dynamic is behind the phenomenon of new techs coming out of Silicon Valley suddenly becoming extremely popular and then causing huge waves of buyer's remorse.
My observation from working in this industry for 10 years, is that the true potential of software is not unlocked until it's been in production for at least 3 years. This is a bit of an oddball view of mine but I believe it's backed by research. 3-4 years is around the time when the developers are familiar enough with the requirements and the code to make big, bold plans and execute on them. But usually that doesn't happen -- usually, the developers who created it leave before then for greener pastures, and the new folks who come in have zero context on the decisions behind the original system. So they try to rewrite it, repeat all the original mistakes, and maybe even add some new ones.
The easiest thing companies can do to fix this is just get more aggressive with counteroffers. If a developer quits, ask them how much they're getting and then match it. Counteroffers happen all the time with new hires, but rarely with existing employees. It should be flipped; companies should try harder to retain than to hire new.
You can produce significantly more value than you're paid, even at high income levels.