Related Posts
Salary of business at addverb
@addverb
I got an offer from another company. Currently working in walmart. The main idea behind getting an offer is to ask for a salary rise. I was very much underpaid here. So I thought getting an offer will help increase my pay here in walmart by getting counter offer from them. But i am not sure if I discuss with my manager it will backfire me.Walmart
More Posts
Pretty sure everyone knows I’m stoned rn
Will production even be fun when we go back??
Tops? Message me, I’m free this weekend lawlz
Additional Posts in Salary Negotiations
Im not searching for a new job but an acquaintance reached out about a similar role at a similar energy company.Turns out 2 ppl threw my name in the hat. I looked into it and the position was posted 2 weeks ago.Their director wants to meet.I bet pay is one of the first things to be discussed so that no one’s time is wasted.Am I crazy for not wanting to entertain it for less than 20-25% base pay increase?Is it selfish to ask for more? I’m sure most salary conversations end in negotiation anyways?
New to Fishbowl?
unlock all discussions on Fishbowl.







I wish this were true for my company, too. How does transparency help you in your career growth? How do you go about it? This is the Wild West for me. Something I need, but managers don't have the culture, and coworkers won't budge. Honestly, when leadership hides the data, it’s usually because the structure doesn’t hold up. What you’ve got isn’t just transparency, it’s accountability.
Subject Expert
No, we do not. And frankly, our “Leaders” are not mature enough to handle difficult conversations that come from transparency.
I like it for transactional workers (such as manufacturing operators, test techs, etc). It helps with engagement when it's also coupled with a transparent pathway for promotions. Meaning also being transparent about what skills differentiates a Tech I from a Tech II, etc.
I do not like it for knowledge/professional work. Not all Product Marketing Managers do the same work to the same rigor and quality. If you are a high performer bringing 3 times the value than another Product Marketing Manager, you should not be benchmarked by title. I believe in being compensated to your value, not to your title. I turned down an offer from a company that was proud of their pay structure. It was totally transparent and published. All managers made the exact same salary. Sr Managers, the exact same salary. Directors, exact same salary, etc. I was offered a Director role but turned it down because if I deliver more than my peers, I want to be paid more.