| It's easier than that. One argument you'll hear a lot is that publishing the salary table is more fair to employees. Employers know what they're paying everyone, you don't, so they have more information than you during the hiring process. The problem is, most of that information isn't relevant when you're negotiating salary. What's relevant is the market. Employees who have been at the company for a while, particularly in engineering, probably haven't been given raises and bonuses sufficient to keep up to what they'd make if they hopped jobs. Publishing the salary table takes a nuclear option against the ability of employees to negotiate salary. "This is what we're paying everyone according to the formulas we use." The ONLY party who benefits from open salary tables is the employer. And really, they're shooting themselves in the foot, because they've just drastically shrunk their pool of potential hires. Particularly engineers. Even if potential hires love your company - they have bills, a family, career plans, aspirations to retire in a few years and start their own company. And there are a lot of competing companies which would LOVE to negotiate a bit on salary in order to attract the talent they need. |