I guess this would be the most common topic that affects everyone. The headline says it all. In today's economic conditions its difficult to expect pay raise and preparing to move would be riskier. But there are some people who change jobs much often. It would necessarily be for them.
The article cited is no longer available on the original link and I can't find it on Dice.com's Website either--I apologize. The original study was restricted to the US and regions within the US. I'd be hesitant to draw any conclusions from this about global trends, particularly since the original report is not readily available.
In today's economic climate many companies will attempt to exclude pay increases from their business agenda's. However, it is true that in order to secure that pay increase, a move is definitely what an ambitious person should consider, particularly where career-enhancing opportunities are very limited in an organisation.
In the UK, technology workers are finding it hard to move on to better opportunities, as pay has remained stagnant. In order to realise a pay increase, it maybe that a person may have to move away from the shores of the land they are based to other countries that need their expertise.
The UK government is urging pay restraint and at the present time has frozen pay in the public sector with quite a considerable number of public sector workers about to be made redundant. This course of action will mean that the private sector will be inundated with people with a wealth of experience. To the private sector this is an open door opportunity to get expertise on the cheap rather than encourage pay increase.
I agree with your comments - I know of several situations where someone moved to pursue a better opportunity (or in some cases, to continue working), only to be laid off after a short tenure in a new location. There are many valid reasons to pursue a new opportunity with a new company, or move locations within the sme company, but as you stated, the grass is not always greener.
I work in Europe. Does the conclusion in this article also valid here? Most of the time the salary increase (if more that 10% or so) in new company comes with extra responsibility or a promotion. Has this factor been taken into account?
IT jobs has been cyclical since the .com burst. It has pretty much mirrored the economic pulse. Most of the companies have been firing and hiring in a knee jerk reaction to the economy and employee loyality has not been considered by many of tech companies. So the employees too are reaching for the highest bidder. In some cases the riisk has been worth it, since the employee has no control over their tenure in these companies.
You would think the skills level and experience would count for something and guarrantee the jobs especially for the older employees!
Speaking of hiring, the IT consulting industry is notorious these days. They keep hiring new people at a much higher rate and laying old timers off. Of course, some of it is to get rid of the bottom of the food chain but there are also alot of innocent victims who happened to be at the wrong place at the wrong time. So the truth is, if you do want to move up, you better apply for jobs with your competitors. They are willing to increase 30% - 50% raise depending on the situations.
It is quite true to be indispensable and can offer something that the company really needs. To some extent, how can we achieve such level being indispensible? Sometimes moving to different companies may help us build up something unique.
I am usually not a big fan of the "grass is greener" approach. I would take a look at one's satisfaction level in their job. Wages alone do not define a position and if one chases better pay, they could end up with a company that they are not happy with for many reasons other than pay.
One should seek opportunities outside their own company if for some reason, they are unhappy with their current employer. If the employer is a good company and one is happy in their job and potential future prospects, money will follow. We are still in the phase of companies hoarding cash making them reluctant to offer the raises necessary to keep their employees motivated. I am really hoping that phase will end soon and companies start to invest in their employees once more.
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.