On: Job-hopping increases, in possible boon to wage gr...

[hrktb]

> 3. Prove it, and I'll give you a raise.

I am assuming that this answers are not done on the spot, but after a minimum debate.

With this answer, the standard process for the employee will be to polish their resume, put themselves on the job market, research candidate companies, explain dozens of time why they want to leave their current job and interview up to getting a proposition.

At that point, there is sunk cost associated with all of that time spent, they have successfully came up with legit reasons to leave the job, and are facing people that want to work with them more than you seem to be.

At that point, I think that mentally moving to a new job is just easier than staying.

[sk5t → hrktb]

> explain dozens of time why they want to leave their current job

Moreover, simply saying a thing aloud so many times can cause a person to believe it, even if that was not originally the case.

[padobson → hrktb]

It seems like the conclusion to draw from your perspective is that companies should have processes in place to offer regular promotions and raises.

[hrktb → padobson]

Yes, that avoids the whole dance.

I think it’s already a done deal if the employee is threatening to leave.

Up until that point, there’s usually:

- self assesment from the employee to explain their perf

- response from the employer about what they agree with and what they don’t like, and what is needed for them to give a raise.

- eventual employee appeal of the decision

- response to the appeal

At that point, if the employee pulls the “I could go somewhere else card”, or the employer was trying to screw the employee, and giving a raise will still leave a bad taste in the mouth of everyone; or the employer can’t do anything and the employee has no choice but to actualy leave.

That’s also why I think trying to keep someone who puts down a demission is useless, except if the company has a drastic change coming up that solves the employee’s complaints.