Why did you choose to stay in this company without a salary increase?

Some readers asked: Why do you feel that job-hopping can raise your salary, but staying in the company honestly will not raise your salary? Is that really the case?

As an HR, I have to say that you can be more confident and get rid of "feeling". This is indeed the case. Every company is more inclined to recruit new people with high salaries, but is quite cautious about internal salary increase.

Today, I will explain this phenomenon from the perspective of company management, and then everyone can choose countermeasures according to their own situation.

0 1 The more stable employees are, the better. The company wants to maintain the necessary liquidity.

It's a bit difficult to tell the truth, but the indicator of each company's "retention" strategy is not that the lower the employee turnover rate, the better, but that it should be kept within a relatively reasonable range. To put it bluntly, the company doesn't want everyone to stay. For example, if the company thinks that the reasonable turnover rate is 10%, then in the company's view, at least 10 people should leave.

However, things are often unsatisfactory. Many times, it may be "I didn't go where I should go, and I didn't go where I shouldn't." Therefore, for enterprises with more refined human resource management, the retention strategy will also be hierarchical:

Generally speaking, a handful of people at the core of the company will not easily jump ship. Because, as long as any company wants to continue to operate well, it will certainly pay attention to the wages and benefits of this group of people.

Like my previous company, every six months, I need to make a detailed income report of all core personnel, including the income comparison of the past few years, and submit it to the general manager for review, and then determine the bonus and salary adjustment decisions of these people on this basis to ensure their stability.

As for the middle level, it will ensure that the salary increase given to them can catch up with or slightly exceed the market average;

As for other employees, salary adjustment will be more cautious.

The company pays more attention to internal balance for the salary increase of old employees and external competition for the recruitment of new employees.

When the company raises the salary of the old employees, it will definitely do an action called calculating the cost. What is my overall monthly labor cost, welfare expenditure and per capita cost, and then I will calculate how much the adjustment will increase the cost.

There must be many restrictions on a specific salary adjustment scheme eventually formed, such as how much salary adjustment should not exceed, how much personnel ratio should be controlled, and so on.

However, when recruiting new employees, the company will pay more attention to the original salary, expected salary and the salary provided by other companies that are recruiting the position. Only by giving job seekers an ideal salary level can we recruit new people.

Under two different reference standards, the salary level will inevitably have a gap. However, the annual salary level in the market is increasing at the rate of 10%, and few companies can guarantee the annual salary increase of all employees, which will inevitably lead to the salary of newly recruited employees being significantly higher than that of old employees.

The company's incentives for employees include salary and promotion opportunities.

Generally speaking, a person who chooses to change jobs frequently just for a higher salary may end up worse than those who choose to develop for a long time with a lower salary in one or two companies and get a higher position.

From this point of view, getting higher salary through job hopping is not the only way to develop.

Then you might say, can't you be promoted at the same time when you change jobs?

Generally speaking, most managers of a company grow up internally. Even managers introduced from outside, you will find that most of them have had a long working experience in one or two companies before and grew up internally.

It is rare for a person to work as a specialist in the first company for one year, then transfer to the second company as a supervisor, and then transfer to the third company as a manager one year later, so as to jump to the position of an executive by job hopping, or it basically does not exist.

Finally, to sum up: for ordinary jobs, it is indeed a common phenomenon to get a faster salary increase through job hopping, because it is almost the inevitable result of the company's business strategy and related salary policies.

Companies want employees to maintain a normal level of mobility, so they will only spend more salary costs on core employees to keep them. At the same time, the salary reference standard and salary fixing strategy for recruiting new employees are different, which leads to more costs for each company to recruit new employees.

But in the longer term, people who temporarily accept lower wages will settle down and develop in a company, and eventually take up more important positions, and the overall income level will be higher than those who only consider wages and frequently change jobs.

As for how to choose, everyone can have different opinions.