Quote:
Originally Posted by peter12
Yes, but smaller companies are also often not capable of paying important cogs what they are worth and try to sell them on nonsense like “we’re a family here.”
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Or in some situations, if you look at the over compensation vs the expectation of hours worked, the salary breaks down to a more competitive hourly wage.
For instance, my company pays 10-20% less than a bigger one, but our time expectation is 1800-2000 hours vs 2200-2400 for the bigger guys. That's a time spread of 8-25% increase in time expectation from the bigger firms offering "higher compensation". If a client is belligerent, we defend and support our juniors and will consider firing the client vs shrugging our shoulders and saying "it builds character". If we are underpaying, it's not 10-20% at an hourly rate based on raw total compensation. It's just slightly under par to the big firms at worst. That's not including the cost of maintaining a good culture and a supporting one that we offer (and we know we offer a significantly stronger culture and support system vs other firms of small to large size). I've had the market analysis done.
We have no issues with attrition, the bigger guys are bleeding human capital like crazy. If our employees want to go to bigger and better things, we support that. Many of our former employees have over time brought those companies to us to become our clients.
Yes, I agree you have ####### owners who play the family card while exploiting their employees or guilt tripping employees to take less so they don't leave because loyalty and family. Many other small companies are not like that to the point of the detriment of their business model survivability.