Why is it difficult for the original company to apply for a salary increase, but it is easy to achieve a 10%-30% increase when changing jobs?

This incident is simply caused by the two contradictory principles of salary:

External Competitiveness & Internal Equity.

The so-called external competitiveness means that the salary of employees of an enterprise is competitive in the market; internal fairness means that the salary of employees is relatively fair internally, and the salary gap for positions that cannot be similar is too large.

We all know the reason.

But most companies still cannot achieve a good balance between these two points.

In particular, these two principles are in sharp contradiction in today's rising market level.

Why is the salary increase slow?

Salary increases and rewards are never about rewarding one person. It’s like killing a chicken to warn the monkey. The salary increase is a direct balance between the chicken and the monkey. Most companies don’t dare to provoke a team for one person, so they choose to let both Other employees can get a lot of money when they see that they have done well, and they can’t make everyone think that he is taking so much money. The organization should consider what to do with the people who stay. After all, excellent people, because they are relative, can only be few.

Salary increases are not all about individual ability, but also how well the company pays. For example, graduates from the same school can vary greatly from industry to industry. In other words, no matter how strong a person is, if he still cannot perform at the level he should be on a small platform. In other words, if you choose my industry, you have to accept the status quo that the salary is not so high. If you want to go to a high-end industry, there is no problem. The market is fluid. Just like why there is a second-hand market for salted fish, why isn't a product bought by one person and rotten in his hands forever? Because the optimal allocation of resources can only be achieved through flow, it is the best choice for people who are far more capable than the company needs to leave here and choose a company with a stronger salary payment ability.

Why are external job-hopping and salary increases fast?

Expected advantages of outsiders: In principle, you can get a return that exceeds your ability level by switching jobs multiple times, but this is not a consistent, healthy way to raise your salary.

Experience advantage of outsiders: The company cannot rely solely on internal training in any case, unless it is very traditional and only pursues obedience. And from the perspective of innovation, having more diverse experience and education can promote the generation of innovative behaviors.

Low sunk costs and high risk of job-hopping for outsiders: Outsiders may or may not come. After all, they may not be your option. Even if they don’t come, there is no loss except for the opportunity cost that may be missed. But for internal employees, he has unbreakable colleague relationships, a comfortable atmosphere, unearned year-end bonuses, immature options, unfulfilled promotion promises... So there is part of the attraction. At the same time, there are many situations where you are incompetent and unsuitable for changing jobs to a new company. If you find that you are not suitable for the risk of termination of the contract during the love period, you should also consider it comprehensively when you change jobs. For this reason, people may quote a higher salary level.

It's cool to change jobs, but don't ignore the stability of your career

I have talked about a lot of job-hopping, so I will mention the issue of career stability here.

In today's workplace, although job-hopping is a very common thing, career stability is still an important criterion for many companies, especially large companies and platforms.

There are two aspects to occupational stability that need attention.

First of all, in every career choice, you should carefully evaluate the opportunities and risks.

In reality, it is easy for us to choose a job in a hurry due to pressure. The choice made under this mentality of "finding a job quickly" may affect the next career choice and fall into a passive situation again and again.

Secondly, 3-5 years is a small occupational cycle. During the cycle, the deep cultivation under the platform and business needs to be completed.

To truly understand the industry and business, the premise is to sink. Many executives not only do very well in their own fields, but also experience rotations in multiple core departments within the company. This rotation will bring a very solid understanding of the company and the industry.

People without thought, he must worry about.

Professionals who have worked in a company for 2-3 years should comprehensively evaluate their overall compensation.

Actively communicate with peers and investigate the salary situation of related positions in peer benchmarking companies.

The so-called benchmarking company is a competitor of the same industry size as your current company.

Be sure to check the market for opportunities from time to time - the market is the best touchstone; you don't necessarily have to jump ship, but you can always see what level of salary the market will offer you.

To learn to "make trouble", learn to "want".

Silent old employees are equivalent to old employees who are satisfied with their wages.

Don't be an old employee who found out the truth too late and was bombed.