According to the 2012 US Census, from 1978 to 2008 individuals who aged from 18 to 44 held an average number of 11 jobs. Compare that to the industrial age, when you were lucky to have a job. Quite the change.
So what happened?
Our take: this is only for people who want a steady “salary”. We recommend that you focus on the value that you are bringing with a particular focus on the bottom line and impact on the business. Also, address the question of “How are my peers/company going to work with me to reach our goals?”. Granted, this advice is not for everyone, but what most outcomes-focused employers would like to hear in response to “How much should I be paid?” is “What is the value that I bring and how can it be maximized?”. As an employer ourselves, we don’t want to hire someone who walks in demanding high base and no variable outcomes-based compensation. We want people to work with us, not for us. Continue reading
FairSetup offers numerous advantages over existing models:
Our Summary: Cost-cutting on staff in retail operations reduces long-term performance. Companies that suffered consequences include Home Depot and Circuit City. On the other hand, companies like Uniqlo and QuikTrip, which invest into training, are more profitable per employee. The cause is misaligned incentives for managers who benefit from short-term cost-cutting even when it’s at the expense of future performance.