Neverending MBRO memory thread

#17,951
#17,951
VolNExile said:
I’ve always been told not to take counteroffers:
- if your company valued you, they should have paid you what the market (new job) says you’re worth already
- there’ll be an asterisk by your name as “the guy who was out the door”, affecting consideration for future opportunities (and layoffs)
- if you’re only leaving for money, that’s one thing, but most people leave for additional reasons (bad boss, terrible go-workers, poor benefits, no opportunities for advancement, flextime and WFH nowadays), and counter-offers rarely address those

What’s your take on this view, from both the employer and your-experience-as-employee view?
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You are quoting the headhunter view on counters almost verbatim.

The answer is "it depends". If you are leaving for other stuff that can't be fixed with a counter (boss, benefits, lack of advancement, no flexibility) then yes, don't accept the counter.

Employer view - In my situation, I am responsible for a budget for a handful of people underneath me. I get a certain percentage increase each year and I have to divvy it up. What I will tell my top performers is if you see that you aren't at market, let me know. Don't accept anything from another company. But in times where you have 8-10% CPI inflation, 3% annual raises aren't going to cut it. No offense to @vollygirl but most HR/comp departments are very reactionary and not proactive in this market when it comes to retaining employees/making sure employees are at market. And most don't understand the nuances when it comes to determining market for various roles. It's the primary reason for the Great Resignation is this lack of forward thinking, market based approach.

Employee View - If it is money, I will tell my boss that I am not at market. I did this late last year and I got bumped up. It also helped that Pfizer had an opening for my role open with a public salary range. It was easy to show that I wasn't at market without actually interviewing or getting an offer. It's the first time I had done that at current employer.
 
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#17,952
#17,952
508mikey said:
With Tiffany's health problems, the job with the best Insurance would be what I would consider right now.
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The 3 weeks paid vacation, 1 week paid personal time, and 1 week paid sick time at the other place sounds good. Here, we get a vacation check every year, but don't get paid for our days we take off.
 
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#17,954
#17,954
joevol33 said:
The 3 weeks paid vacation, 1 week paid personal time, and 1 week paid sick time at the other place sounds good. Here, we get a vacation check every year, but don't get paid for our days we take off.
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That is kind of rare for new hires so it does sound good and your right no way the place you are at would match that
 
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#17,955
#17,955
BigOrangeMojo said:
You are quoting the headhunter view on counters almost verbatim.

The answer is "it depends". If you are leaving for other stuff that can't be fixed with a counter (boss, benefits, lack of advancement, no flexibility) then yes, don't accept the counter.

Employer view - In my situation, I am responsible for a budget for a handful of people underneath me. I get a certain percentage increase each year and I have to divvy it up. What I will tell my top performers is if you see that you aren't at market, let me know. Don't accept anything from another company. But in times where you have 8-10% CPI inflation, 3% annual raises aren't going to cut it. No offense to @vollygirl but most HR/comp departments are very reactionary and not proactive in this market when it comes to retaining employees/making sure employees are at market. And most don't understand the nuances when it comes to determining market for various roles. It's the primary reason for the Great Resignation is this lack of forward thinking, market based approach.

Employee View - If it is money, I will tell my boss that I am not at market. I did this late last year and I got bumped up. It also helped that Pfizer had an opening for my role open with a public salary range. It was easy to show that I wasn't at market without actually interviewing or getting an offer. It's the first time I had done that at current employer.
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Vollygirl's opinion is that if your HR department has anything to do with your value as an employee, you're already screwed and working for the wrong place.

That's not what I do. I administer the benefits our company provides, and I guide employees through any processes they need help with.
 
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#17,956
#17,956
vollygirl said:
Vollygirl's opinion is that if your HR department has anything to do with your value as an employee, you're already screwed and working for the wrong place.

That's not what I do. I administer the benefits our company provides, and I guide employees through any processes they need help with.
Click to expand...

I didn't know what you did exactly. Now I do. I was referring to compensation departments that rolll up under the HR umbrella.
 
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#17,959
#17,959
BigOrangeMojo said:
You are quoting the headhunter view on counters almost verbatim.

The answer is "it depends". If you are leaving for other stuff that can't be fixed with a counter (boss, benefits, lack of advancement, no flexibility) then yes, don't accept the counter.

Employer view - In my situation, I am responsible for a budget for a handful of people underneath me. I get a certain percentage increase each year and I have to divvy it up. What I will tell my top performers is if you see that you aren't at market, let me know. Don't accept anything from another company. But in times where you have 8-10% CPI inflation, 3% annual raises aren't going to cut it. No offense to @vollygirl but most HR/comp departments are very reactionary and not proactive in this market when it comes to retaining employees/making sure employees are at market. And most don't understand the nuances when it comes to determining market for various roles. It's the primary reason for the Great Resignation is this lack of forward thinking, market based approach.

Employee View - If it is money, I will tell my boss that I am not at market. I did this late last year and I got bumped up. It also helped that Pfizer had an opening for my role open with a public salary range. It was easy to show that I wasn't at market without actually interviewing or getting an offer. It's the first time I had done that at current employer.
Click to expand...
One of the advantages in working for the gummint is that salary ranges are posted with COLA adjustments for the entire country, and the salary (GS) band is posted for every job opening, so you don’t have to do that weird how much do you want/ how much will you pay dance. (New employer might be able to tweak it a bit.)

And then, since you’re working for the gummint, you probably already know what your boss and co-workers will be like 🙄, so that removes that variable. Benefits are the same for all, with leave increasing per time in service (not time on that one job.) As with everything, there are tradeoffs, and you just decide whether you want to go public or for-private, knowing each has its pluses and minuses.
 
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#17,962
#17,962
Middle brat has decided what she wants to be when she grows up, is focused in, and trying to find the right school. Makes me sad 😢
 
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#17,963
#17,963
BigOrangeMojo said:
You are quoting the headhunter view on counters almost verbatim.

The answer is "it depends". If you are leaving for other stuff that can't be fixed with a counter (boss, benefits, lack of advancement, no flexibility) then yes, don't accept the counter.

Employer view - In my situation, I am responsible for a budget for a handful of people underneath me. I get a certain percentage increase each year and I have to divvy it up. What I will tell my top performers is if you see that you aren't at market, let me know. Don't accept anything from another company. But in times where you have 8-10% CPI inflation, 3% annual raises aren't going to cut it. No offense to @vollygirl but most HR/comp departments are very reactionary and not proactive in this market when it comes to retaining employees/making sure employees are at market. And most don't understand the nuances when it comes to determining market for various roles. It's the primary reason for the Great Resignation is this lack of forward thinking, market based approach.

Employee View - If it is money, I will tell my boss that I am not at market. I did this late last year and I got bumped up. It also helped that Pfizer had an opening for my role open with a public salary range. It was easy to show that I wasn't at market without actually interviewing or getting an offer. It's the first time I had done that at current employer.
Click to expand...
BOM
the Big OM
Orangarita
Mojorama
BOM
 
#17,966
#17,966
Tin Man said:
AND?!?!?
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Sonography, sonographer, however you say it. She wants to do ultrasounds. Basic is actually pretty good money, and if you get into heart, pediatric, or brain, then it pays more. I like it, she can get it at a technical school, not cost a fortune, and it's something she can always get a job somewhere.
 
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#17,967
#17,967
I'm in a mess tomorrow night. Little bit is having her late birthday sleepover, about 10 14 year old brats. Middle brat's best friend is staying all night, because middle brat doesn't want to be alone with 10 loud 14 year old girls. I thought about going to Kentucky 🤣
 
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#17,969
#17,969
joevol33 said:
Sonography, sonographer, however you say it. She wants to do ultrasounds. Basic is actually pretty good money, and if you get into heart, pediatric, or brain, then it pays more. I like it, she can get it at a technical school, not cost a fortune, and it's something she can always get a job somewhere.
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That’s an INCREDIBLE field to go in! If she can get in, good for her!!! Good for middle kid for landing on this.

Seriously, this is a very open-ended profession, allowing movement among specialties and practices. Just advise her (I know she’s already there):

- be utterly, completely professional at all times, both to patients and doctors, going 110% in her initial reviews of scans;
- be open to different concentrations, and try to get experience (and certifications) in all off them: OBGYN, abdominal, breast, etc.

Patients who come in for scans are generally (and understandably) out of their wits. The U/S techs are usually their human interface between that front waiting room and Meeting With the Doc. Techs who can share love and kindness are immensely important in this whole sad and scary process.
 
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#17,970
#17,970
Work for someone who will further her education, not just new certs.

Joe i take it Tiff is on your Ins. Be careful you don't loose that when you change jobs with pre-existing conditions.
 
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