| > Interesting read, but I don't like the fact that I am a mercenary if I go elsewhere. There are plenty of reasons for moving to another company, money could be one aspect. There's nothing wrong with money being the reason. You're at your job to make your employer money, after all. Prioritize whatever you like -- it's your life -- and don't let anyone make you feel guilty about it, especially during salary negotiations. Just like they're selecting you for the unique combination of benefits you bring them, it's their job to come up with whatever terms will make the offer attractive to you personally. Many people have lots of mental inertia when it comes to their career. If they leave, it's likely that they finally received an offer with a combination of benefits to them that really overwhelms what you're currently offering. The way to ensure loyalty is to stay competitive, plain and simple; the way to do that is to be generous with compensation, flexible with work conditions (but never quality), and most importantly to be aware of what's important to the individual employee and actively watch the person's progress so you can increase the scope of their responsibilities as they gain experience. As you do so, make make sure their salary stays competitive with the market and also reward them with those little things that are important to them personally, not what you imagine employees like. It takes hard work and financial resources to stay competitive. But if you do so, you'll be rewarded with decreased employee attrition and increased engagement while they're with you. > But there was one startup who posted on here a while ago that had to shut down, and they seemed super proactive about trying to find their team new positions. Even going to the extent of speaking to other founders trying to place team members. On the other hand, you have companies like Teespring. |