19 Oct 2017
“We are an industry leading company and we commit to paying you fairly relative to the market and to similar roles within the company”. Most companies will make a claim like this, but very few actually divulge the information to back it up.
Why is salary information inherently private in today’s society?
Most companies these days encourage transparency, trust and openness; some even have these as company values. But very few companies disclose this kind of information.
Let’s look at the pros and cons for pay transparency.
- The quoted statement above is no longer assumed, but is truth.
- Effectively pushes to eliminate wage discrimination and the gender wage gap.
- Builds trust within the organisation.
- Could be considered as a breach of privacy for some.
- Makes salary negotiation hard and it becomes more difficult to attract people that want more than the market rate.
- Easy for competitors to poach your top employees, they know exactly how much to offer.
Considering this, one solution might be for leaders in an organisation to encourage discussion about salary. It is important to remember that some people want to be private about the amount they earn and that everyone should be made to feel comfortable in their place of work regardless of if they want to share this information or not.
Where do you think this whole thing originated?
What did I miss?
19 Oct 2017
Recently I facilitated a Coding Course for Girls. It was hella fun and I really enjoyed it. I love being able to share my passion for coding with others, it’s especially exciting being able to give them their first taste of it.
One of the students came to me afterwards, they wanted to stay in touch so that they could ask questions and such.
I have been thinking back to some of my mentors over the years. What impacted me most wasn’t what they said but the way they said it. What struck a chord with me was the way that they acted and the way that they held themselves. It was this very personal aspect that helped to build the relationship and helped me grow.
I want to be able to help people and answer their questions remotely, but I don’t want to lose out the parts of the interaction that make it personal and memorable.
Small steps and iterate I guess…
I am starting with an online form that I can respond to, I can also post the answer that I give people on my website.
Are you a mentor or a mentee? What do you think matters most in this relationship?
10 Aug 2017
Goals are important right? To be successful we need to know what success means.
Defining goals within an organisation is difficult, because goals need to be aligned with strategy. But they also need to be SMART (Specific, Measurable, Agreed Upon, Realistic and Time-Based) right?
There are also different types of goals that you could have…
- Are your goals based around an outcome? Like for example hitting a 40% app retention rate.
- Maybe they are performance goals? Like delivering all of the scope on budget and within the time frame.
- Are they based on processes? Like ensuring quality code, collaborating with customers or maybe continuous delivery.
There are trade offs in all of this though. It is easy to link outcome based goals to strategy, but hard to see and plan exactly how they will be achieved. Process goals are focused, but they may fail to motivate, would you rather celebrate an extra 3% code coverage or being 20% up on app usage?
How do you set your goals?