Par2: Reply to "Use VB" 1999-10-27 -- Roberto Artigas Jr. >Their logic is "when your gone we need to be able to find someone to >work on it." I can't argue with that. There are 1000 times more VB >programmers than Clarion. Heavenes - And that logic is based on several things - 1) They know that ---most--- companies policies makes sure salary compresion happens. Over time they know that your salary will not keep up with the market and rather than give you a raise to compensate they let you leave and hire a new person to replace you. After all, as salary compresion is happening, they are getting more BANG for the BUCK. And they would not want a technical employee that they manage to be making more that them, the manager in charge. Regardles of the value of the techie (and the return on investment) to the company. 2) They have never factored in education and the time that it takes to learn the particular processes for their industry and procedures of their companies. Everyone that has factored it in has very quickly figured out that it is more cost effective to give that 25% raise to an individual that is already trained than to give a 30% raise necessary to get a new individual at current market rates that knows nothing about how the company works or the industry. It is higher if the individual knows your industry. This is based on an average employee turn around of 2-1/2 to 5 years. God help you if you are in a HOT tech field in which talent is scarce. 3) If you can not keep your people, salary policies, benefit polices, management policies are poor as compared to someone else. And most of the time you will get what you pay for. Very seldom do you get lucky, and new entries will leave you within 1 to 2 years. Fact of life. They know they are underpaid because of the experience factor, so they get experience and they know they can not get a raise where they are, so they leave. 4) There is no longer any loyalty to the company. And they created their own problem. After 2 to 3 decades of companies downsizing, focusing on the bottom line, and where is the money attidude, and no loyalty to employees, most individuals got it. It is the money, so most individuals now focus on the money, and their bottom line. Tit-for-Tat. Welcome to reality. 5) While most of the individuals on these newgroups are MUCH, MUCH better than the average indivuals as far as cooperation, work ethics, knowledge, and just plain tenacity and determination to get something done, the average individual out there stinks. We just hired the two newbie programers. No experience whatsoever. And we got real lucky. They both had worked at pizza hut. Anyone that has done that type of work knows what that means. So I asked them for three things that they liked and disliked about working there. Nothing to do with data processing there. The responses I got told me about the type of work ethic they had and what was important to them. They exceeded my thresh-holds. 6) So is some tells you that: "when your gone we need to be able to find someone to work on it." They do not want a working relationship, they want a commodity. If in their thinking they want a commodity, in their thinking they are a commodity. It works both ways. And ---reality--- will be more than happy over the long term to teach them that it really does not work that way in this industry. That they admit it or not is irrelevant. And as they cycle through all those individuals they are going to barelly keep their systems runing day-to-day. Not much time to do long term planning when your teaching the bussiness over and over again to someone new. 7) So when someone uses that argument, smile. Politely hand them you card, and say to them when you want results, and somenone that is willing to stick with them for the long run, give me a call. I will be expensive, and I am worth it, and you will make a good return on the investment. I got away from me. Printed November 23, 2024, 9:18 pm This article has been viewed/printed 35235 times. |