Disclosure Of Wages May Be A Risky Move.

For a long time, salaries among colleagues have always been taboo in office gossip. However, with the "millennial generation" - a generation born in the 80s and 90s of last century - Workplace This situation has gradually changed. They are accustomed to recording their lives in real time on social media platforms such as Facebook and Twitter, so they also bring their self disclosure principles into the workplace. They also use this information to raise higher salary requirements when negotiating with their current working companies to raise salaries or job hopping to new companies.

Not surprisingly, many companies want to keep payroll information confidential. They want to maintain a dominant position in negotiating salaries, and want to hide hidden flaws or even discriminatory pay systems. Nevertheless, the disclosure of wages may also be a risky move.

Once the pay gap is made public, it may cause resentment, jealousy and dissatisfaction among employees. These talks helped him get the expected salary when he applied for a new position of a social media manager in a hotel business. Qi Ke believed that their generation had a transparent culture. The younger you are, the more likely you are to try to treat you as cheap labor. So knowing how much money your colleagues earn is beneficial to all parties concerned. Of course, employers may not.

According to Charles Caulkins, an employment lawyer at Fisher & Phillips law firm, companies may not like the transparency of wages. However, according to the federal government's National Labor Relations Act (National Labor Relations Act), enterprises can not completely prohibit ordinary employees from revealing their salaries inside or outside the Phillips. Caulkins said that this means that employees' manuals or social media policies that prohibit employees from revealing their salaries are basically against the bill. It is lawful to prevent them from disclosing their wage level in view of the difference between the manager and the supervisor. )

"Fundamentally speaking," Salary system It is also an inexact science. It is determined by factors such as labor market conditions, enterprise budgets, performance of employees and risk of employee turnover. Companies often use high salaries or pay increases to retain outstanding performance, but performance appraisal is a difficult task in itself, especially in areas where some simple metrics (such as the number of customer service phones that are completed or responding) do not work.

Therefore, one way to curb internal politics is to act more transparently. The data analysis firms New York SumAll has paid salaries and staff salaries to everyone in the company. The company says that when no one tries to guess if his colleagues earn more than himself, staff They will be more efficient in their work. Employees and businesses that support transparent salaries believe that this will help ensure fair wages and reduce discrimination in terms of gender or other characteristics. Of course, not every employee is willing or willing to disclose his salary.

Tips on how to talk about wages in the workplace and raise wage topics in a constructive way:

When discussing salary with colleagues,

1. talk about salary with someone you trust.

2. know your purpose. If you just want to show off, or don't raise this topic, it will never lead to a good result.

3. if you want to use this information to discuss salary with your boss, you must first ask for permission from your colleagues.

4. willing to accept disappointment or embarrassment. You may find that your salary is higher than that of your colleagues.

When discussing salary with supervisor,

1. it is not improper to ask the supervisor about the company's salary concept and salary making practice. The leadership should be able to explain why they make such wages.

2. if you plan to ask for a raise, make a request after finishing the project beautifully.

3. understand the company's situation. If the quarterly earnings report that the company has just announced is very bad, don't mention the raise request.

4. do not live up to the trust of your colleagues.

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