Psychology has always had a kind of psychology: other people's is always the best, and foreign monks will recite sutras.
It certainly applies to the boss. If you raise your salary, you will lose money, and you will make a profit for all the money you pay.
At the initial level, many companies are now unable to correctly judge the cost of human resources and do not pay attention to changes in actual value. You did a good job at 3800 last year. The company recognizes that the cost of this position is 3800. If the salary increases, it will increase the cost. Later, the scale of recruitment was expanded. The human resources department reported that the basic salary for the same position is now 4500, and it must be the same as the outside world to be competitive, so the starting salary is 4500. If you suddenly increase your salary to 4500, and analyze the 700 yuan financial statement, the cost will rise, and cost management will definitely not be in place.
For the company, the salary package is evaluated by the human resources department at the market value only at the moment of entry, and subsequent salary increases are a loss to the company. Similarly, the company is too familiar with employees, but it is not a good thing.
For example:
In 2017, the starting salary of fresh graduates in a certain position is 4K; but by 2020, the starting salary of fresh graduates in the same position has risen to 7K (if the interview notice is less than 7K, the interview notice will not be sent out); if you join in 2017 The starting salary of the graduates' small A contract is 4K. The small A is responsible for his work and can get a 30% salary increase every year (the department is capped, a small number); then after 3 years, the salary of the small A is 8788/month ( 4000 1.3 1.3*1.3), he has three years of work experience; at the same time, the newly recruited employee B is a fresh graduate with a starting salary of 7K. At this time, it is equivalent to the salary of a small A for two years, but how many companies and how many people can give a 30% salary increase?
Little A does not want to leave, and department leaders are reluctant to let go, but the upper limit of the salary increase that department leaders can obtain is already 30%; if
Little A quits, as a three-year skilled employee, the starting salary is 10K. With management experience, you can go up again. This information is right All parties are public, and there is no information asymmetry;
However, department leaders who want to increase the salary of small A from 8K to 12K will face a huge number of mountains and even require high-level special approval, and outsiders recruit a person with the same qualifications as small A or even not as good as small A, just mention a recruitment requirement Just fine; in the
end, small A still left. Although the department leaders tried to keep it, 30% was a hurdle.
After that, small C joined the company with three years of work experience. Although his ability is not as good as small A, his starting salary is 12K. The market price is not deceived;
Little A has also become the Little C of the next company, with a higher starting salary.
the above.
Did you find it? If the company's internal department leaders want to give you a salary increase, it will be hindered by the high-level staff, and it will not be solved in the end. If you do not need to change the job, you can get the normal salary in the market, and the interview is more powerful or even slightly higher.
The new question is here again: Why do companies know that their own salary levels are lower than market conditions will cause employees to switch jobs and seek higher salary increases, but they do not adjust their salary levels?
There are three more important reasons.
The first important reason is that the company does not expect labor costs to increase day by day.
The company always hopes to operate with lower labor costs, and adjust the salary baseline according to market conditions every year. If the market salary increases faster, labor costs will increase substantially.
Therefore, many companies would rather give a small number of core personnel salaries higher than market conditions to maintain the stability of the core team, and would not easily adjust the general salary growth rate.
The second important reason is that the company does not think that other companies will provide ordinary employees with salaries that are significantly higher than the market.
Because in a fully competitive market, you can recruit a large number of ordinary employees at market prices, and there is no need to provide ordinary employees with additional salaries that are higher than the market.
The third important reason is that the company believes that invisible job-hopping costs will reduce the rate of employee job-hopping.
The cost of job-hopping includes not only the loss of salary during the probationary period, the loss of the gap period when you can’t find a job, but also various hidden costs, such as loss of interpersonal relationships, integration of new environments, familiarity with new businesses, and Uncertainty in obtaining important roles, etc., these costs will bring various concerns to ordinary employees, and they are unwilling to choose to change jobs for a salary increase of less than 20%. Therefore, the company only needs to ensure that the difference between internal salary and market conditions is not particularly huge. These hidden costs can be used to maintain the internal stability of employees.
On the other hand, it is also difficult for ordinary employees to obtain a salary increase much higher than the market price in the market, so the company is not particularly worried.
Summarize a little: why it is difficult for you to raise your salary
1. There is no pit inside.
2. Everyone else will do what you know.
3. Give you a salary increase, you can't give more help
Why is it easier for you to go to another company to raise your salary
1. Hiring means there is a salary vacancy
2. You will, they may not.
3. As long as you know what they need, you can help them.
And we can also make use of the above psychology in the interview. Especially when talking about salary, I said with a smile, not nervous and a little joking about my scope. After all, I think I am very suitable for this position. In what ways can I provide more value, what do you think?
As long as the tone is correct, there will be room to talk, and hr will not just give up because you find that you are too demanding. In the usual conversations, many things can also be judged. Take control of some of your own initiative.
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After you learn about the latest Internet technologies, the so-called workplace bottleneck has almost disappeared. I believe that the annual salary of 30W+ is also very simple! The key depends on whether you are willing to learn!
Use every minute and every second of your time to learn to improve yourself, and don't use "no time" to conceal your mental laziness! Try hard while you are young, and give your future self an explanation!
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