Maybe people are very realistic, right? I and two colleagues, I am an old employee, they are both new here. If you ask me if you don’t understand anything at work, I will teach them.

In many companies, the salary of new employees is higher than that of old employees. This also creates the situation that if you want to get a high salary, you must change jobs. If you don’t change jobs, you cannot get a high salary. The reasons are as follows: 1. Rising prices have caused many companies to adjust their salaries, but they have not given old employees job-hopping compensation. Even if they adjust, the extent of the adjustment is very small. Lao Wang originally contacted a client to help their company recruit a vice president of engineering. The annual salary of the new vice president of engineering who joined the company was three times higher than that of vice presidents of engineering in other projects. Later, Lao Wang learned that it was because the vice president of engineering for other projects had been working in the company for seven years, and the new vice president of engineering had just joined the job. Among them, their company also carried out salary changes, but it was only a symbolic increase of 10% in annual salary, but it was indeed a 100% increase. 2. The company does not believe that old employees can solve the company's problems, and will think that only external "monks" hired with high salaries can solve the company's problems. This is very realistic. Many company managers do not believe that old people can solve the company's problems from the bottom of their hearts. When they encounter problems, they directly go to outside recruitment or ask outside consulting companies. I think that only talented people from outside can solve the company's problems. 3. The company determines the standards for evaluating employee capabilities and values, which are determined entirely by people. The value of talent is reflected in price, but now many companies do not fully reflect the evaluation of talent, resulting in the inability to regulate the price of talent. There will be a tragedy that the price of talents is not determined by the mechanism, but by the leader's preferences. 4. There is also a possibility that the company uses low pay to clear out old employees. The most direct way for many companies to get rid of old employees is not to add more companies and let the old employees leave on their own! These are the reasons why the salary of new employees is higher than that of old employees! It is a common phenomenon that new employees receive higher wages than older employees. Of course, this must be a good thing. Since the wages of new employees are so high, can old employees also be paid the same as new employees? This is not the best of both worlds. 1. Why do new employees earn higher wages than older employees? 1. Talent attraction. In the same industry, the wages of employees in the same position are basically the same. If the company needs to recruit a new employee, it will be uncompetitive if the salary is the same. Only by offering a more competitive salary can it attract talents, so new employees are more expensive than old employees. Staff wages are high. 2. New employees will not receive a salary increase in the short term. We know that a company will have opportunities for salary increases every year, ranging from once to twice. The salary increase plan in the company generally considers old employees who have been employed for more than one year, so for new employees, there is no opportunity for a salary increase for a long period of time, which can be as short as one year or as long as two years. Year. In the long run, high wages for new employees are short-lived. In addition, new employees are set to have a probation period, which is 80% of their salary after becoming regular employees, which also affects salary income to a certain extent. 3. There are few new employees. For new employees, if they leave the original company, they will lose the year-end bonus in the original company. Even if they have a year-end bonus in the new company, it must be converted according to the actual work attendance time. In this way, the year-end bonus will be discounted. Based on the second and third reasons above, HR will generally try to set the salary a little higher for new employees, which is also relatively fair for new employees. 2. The wages of newly hired employees are high. Is there a long way for the wages of old employees to rise? After you understand why new employees' salaries are high, you can understand that the so-called high salary is not really high, it may only be a temporary high.

For old employees, with the company’s annual general adjustment plan and promotion plan, and using the high salary of new employees as a benchmark, it is easy to increase the salary to the same as the salary of new employees. , or even higher. After all, as a company, we will still stabilize the old employees and will not let them continue to work. Therefore, new employees’ salaries are high, which is also a good thing from this perspective. It gives the company a new benchmark for salary, and then has a higher salary adjustment plan. Because people in the workplace should not simply see the phenomenon of high wages for new employees. We must also find the reasons behind it and look at the problem from a long-term perspective.

So why are the wages of older employees not high? The first is the problem of the old employees themselves. Their knowledge is outdated and they are not enterprising. The second problem is the boss's thinking. He always feels that what he has obtained is cheap. The outside world is new. Don't understand the huge difference in cost between training an employee and retaining an employee. 3. The reason why the wages of old employees have not been increased is because the old employees themselves have no intention to ask their bosses for a wage increase. If the employee himself does not ask for a salary increase, the boss will not take the initiative to give you a salary increase. This is 100% certain. If you take the initiative, congratulations, you are following the right boss. 4. The final problem is that there is something wrong with this company. There is no scientific basis for the job levels of employees, it is just human manipulation. Then it is more terrifying. Sometimes you may not be able to recruit the right people just by paying the money. New employees are paid higher than old employees. This is true in my friend’s current company. One day, I had an appointment with a friend, Xiao Yang, for dinner. During the meal, I heard Xiao Yang say that she had been very depressed recently and asked her what was wrong. She said: "What else? The company has recently recruited several new employees, and their salaries are 5,000-6,000, while those of us who have been working for seven or eight years only get 3,000-4,000. We do the same work, but the pay is different." A lot!" Just hearing what she said made me wonder, don't most companies hope to use seniority bonuses, stock bonuses, and various benefits to retain older employees and increase company stickiness? Why is their company like this? What about doing the opposite? I continued to ask her: "What are the general positions of these newly recruited personnel? What are the recruitment requirements?" She said: "Like me, I am responsible for one project of the company, and the newly recruited accountant is responsible for the cost accounting work of another project. She That’s 2,000 more per month than me!” Xiao Yang was still very excited when he said this. I followed her words: "It's really infuriating to have such a huge difference in wages for the same job!" She continued: "However, I have worked as a project cost accountant for five years before, and I heard that I even passed the exam. "What about you?" "I..., I just passed the junior level last year. I came to this company right after graduation, and I still learned accounting from the old accountant before." It suddenly dawned on me that this is the difference between the company and the company. There is no reason to set wages. New employees have stronger skills and more experience, and can provide more value to the company. Of course, on the surface, equal pay is not equal for equal work, but in reality it is reasonable. Xiao Yang said: "In the past, the director of their finance department was an old accountant with a salary of 8,000 yuan/month. After the old accountant passed away, the new director is now about 45 years old. When he first came here, he earned 15,000 yuan/month, which was less than a year. , it has been raised to 50,000 yuan/month. I don’t know how capable she is, but the boss keeps raising the salary!” “50,000 yuan/month? Please accept my surprised jaw!”

< p> In private companies, the boss can give as much as he wants, so capricious! If their company conducts a salary survey, establishes a salary system, and sets salary levels from multiple dimensions, employees may not complain in the face of a transparent salary system. Employees will have channels and ways to adjust their salaries, which will be beneficial to individuals and the company. All of great benefit! From a monthly salary of 15,000 to 50,000 in less than a year, are there any such cases around you? I am H, welcome to follow - Tongxin Xiaozhu, analyze the mysteries of the workplace from the things around you! The phenomenon of salary inversion between new and old employees is actually common in all companies. Because of this, many people choose the coping strategy of changing jobs every two years in order to obtain a larger salary increase. And those who have stayed in a company for many years are regarded as "fools who haven't figured it out yet." But in the final analysis, no matter where you are, as an employee, your bargaining power is always determined by your contribution to the company and what you can do for the company in the future. Therefore, if you encounter a similar dilemma, you can start from the following aspects, turn passivity into initiative, and gain more initiative and choice. Make achievements, improve professional and comprehensive abilities, and pave the way for your next promotion, salary increase, or job change. Let me tell you the sad truth. If an old employee does the same job as a new employee, his performance is not even as good as the new employee. , then according to the principle of fair market transactions, it is very reasonable to get a lower salary than a newcomer. After all, today’s companies are no longer a place where seniority is the only thing that matters.

Therefore, whenever you feel unfair, first examine yourself to see if your contribution and performance are directly proportional to your performance in this company: If you haven't reached it yet, let yourself make your performance first, and at the same time, seize the time to improve yourself. professional ability and comprehensive ability; if you have achieved it but have not been seen and recognized, then you need to start thinking about how to make yourself visible. Good performance and development potential are important criteria for any company when evaluating employees. Only those who meet these two criteria can get opportunities for promotion and salary increase in the original company, and there will be more benefits when changing jobs. Chance. It is the first step to discover that a new employee has a higher salary than yourself, calm down and make a performance, or prove that you have made an important contribution, and then work hard to improve your professional ability and comprehensive strength. Seek opportunities for salary increase and promotion within the company. When our achievements are gradually seen and recognized by leaders and colleagues, and our professional abilities and comprehensive qualities are steadily improved, our status in the company will become more important. At this time, you should start to pave the way for opportunities for salary increases and promotions: For example, you often mention your life and financial difficulties to your boss intentionally or unintentionally, and express your eagerness to make more money; express yourself An urgent desire for further development and the idea of ??sharing more responsibilities for leaders; you can also pretend to receive calls from some headhunting consultants inadvertently and be recommended external job opportunities. If the leader is unwilling to lose a core employee like you, he will naturally actively seek opportunities for promotion and salary increase for you. Seeking job-hopping opportunities from the outside. Salary increases within the company are based on fundamentally different standards than those for external recruitment. This is the fundamental reason for the long-term salary inversion of new and old employees: When the company increases the salary of internal employees, it calculates The company's costs, how much salary increase I give to the employees, will increase the total labor cost this year, so they will be very cautious; when companies recruit external talents, they often consider the number of people hired per month. If you don't come, the company will lose a lot of performance, so it will refer to the salary offered by employees recruiting for the same position in the talent market, as well as the expected salary of job seekers, in order to compete with other companies for outstanding talents. Therefore, most of the time, the company's salary increase is far less than the salary increase for job-hopping. When there is no hope of internal promotion and salary increase opportunities, or when you are far from meeting your ideals, you can choose to look for job opportunities outside and achieve a larger salary increase. It is impossible for employee wages to be fair to everyone. Everyone's ability, attitude, efficiency and other factors are different, and the salary they receive is also different. There is a clear gap between new employees and old employees. For some jobs, older employees lack innovation and encounter bottlenecks in their development in certain areas. It is necessary to bring in new blood to make up for the shortcomings of the old employees. Therefore, the treatment of new employees will be higher than that of old employees. Skills shortage among older workers is one reason. Sometimes, candidates may demand higher wages because they have skills that older workers lack in the current market. This "new high, old low" situation is common in technology or engineering fields. Young employees have the latest knowledge and skills, and such knowledge and skills can fill the company's business growth needs and achieve better revenue. The shortage of talent caused by the shortage of talent is also an important reason. This is a particularly prominent trend for the financial industry and nurses. Identifying the Problem Companies offer new employees higher wages than they offer older employees in the same position, which is also a form of wage compression. A few years ago, a new employee's salary might have been only slightly less than a current employee's salary (a traditional salary compression situation), but as the market has tightened in recent years, new hires are being offered larger salaries than long-term employees. Before HR takes steps to address this type of salary compression issue, it is important to understand whether a specific situation represents a broader problem or an isolated incident. For example: Make adjustments as needed An isolated salary compression situation does not require alerting HR for a full employee review Salary structure adjustment. However, if the company has a long-term situation where the wages of new employees are higher than those of old employees, then it needs to be vigilant and make timely evaluation and adjustments. Pace your raises Move from annual raises to a series of short-term, smaller raises.

More frequent salary increases can improve the "sense of gain" of older employees, allowing them to see that they have been receiving salary increases and are expected to catch up with the wages of new employees. This approach can significantly reduce the turnover rate of older employees. For new employees, more frequent salary increases will also create a feeling that is equivalent to "high-paying employment"; it can also keep new employees' salaries in sync with labor market conditions. "Although our salary is less than that of the company next door at the beginning, we will increase the salary every three months." This sentence can be a powerful way for HR departments to recruit new employees. Other steps to reduce salary pressure include: Giving more authority to the hiring department Involving the hiring department management in the entire recruitment process is one of the effective measures. The technical personnel recruited by our company will first be interviewed by the manager of the demand department to test their professional knowledge, their strengths, and the company's shortcomings. The interview results will be directly notified to the HR department for the next step of evaluation. In short, ability is directly proportional to salary and remuneration. It is impossible for a company to recruit an employee with a technical level similar to that of ordinary employees with a high salary. He must be very professional in some aspects. Only in this way can the balance point in the minds of some old employees be stabilized. The real society is so cruel, those who are capable will be promoted and those who are defeated will be retired. In fact, when I entered the workplace, when I first started working, my family members would tell me that you should work harder and do whatever the boss asks you to do. You should work hard overtime and so on, and learn to endure hardships. , the boss will definitely give you a promotion and a salary increase. Then I was under this kind of teaching, so I often worked overtime there stupidly, and sometimes stayed up late. I have been working like this for several years, but what is the salary like? There was not much salary increase in the end. Sometimes, they give you a bonus of a few hundred yuan at most, just spend it like this, and then get promoted, which is no big deal. Later, I met an old-timer. That old man, what he said really made me wake up. What did he tell me? He said that if you work overtime in the company, no matter how hard you work, you will at best be an outstanding old scalper. This is what he told me, if you want to get promoted and get a raise, you should not let yourself be an old scalper. You must be a wolf that can attack and defend. Because the boss does business to maximize profits, so if you want a high salary, you must learn to manage upwards. You have to know that what determines your worth in the workplace is not your hard work, not your overtime work, nor is it because you work hard or impress your boss. Because of hard work, there is no threshold for these things, and everyone can do it. The real need for a high salary is to determine your irreplaceability, that is to say, how scarce you are at work, what you can do is something that others cannot do, and others cannot replace you. This is the decision. The key to whether you can get a high salary. I don’t tell what I need to teach, and I just ignore them. I’m sure the people around me are the same. Qin often says bad things in front of the leader in a subtle or even exaggerated manner. Don't worry about whether it's useful or not, just have fun first! This is determined by the market. Job-hopping means getting a job increase in disguise. There are also situations where old colleagues do not get equal pay for equal work. In this situation, you can choose to stay or change jobs. Let me tell you: First of all, the new colleagues’ high salary will stimulate you to apply for a salary increase from your boss. You can put forward your request, provided that you are willing to stay. The company; Secondly, the company's salary increase is high and job-hopping is high every day. You can look outside and jump if you find a suitable salary and company; Finally, be an activist and decide quickly whether to stay or leave, so that your colleagues can strengthen their professionalism; Salary The upside down system is that HR determines salary based on annual employment status. As a result, those who have worked for 1-2 years are paid lower than those who are new to the job. What should I do? Need to bring in new employees? Personal feeling: The entry salary of an excellent company should be fixed at a certain level and should not fluctuate at will. Otherwise, if you ask someone with a monthly salary of 3,000 to tell you with a monthly salary of 8,000, this is not right. That is not the best. The other party will say: You are awesome. Why are wages low!