Loyalty discount: Difference between revisions

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Over time, those who remain loyal to the firm are ''penalised''. The only way to correct this — to [[mark-to-market|mark yourself to market]] — is to [[lateral quitter|join a competitor]].
Over time, those who remain loyal to the firm are ''penalised''. The only way to correct this — to [[mark-to-market|mark yourself to market]] — is to [[lateral quitter|join a competitor]].


To be sure, salaries may drift upwards, decade by decade, courtesy of HR’s finely honed calculus, which 8s predicated on abstract value: a director is worth more than an associate director; a good associate director should be paid more than a bad one. All true, and fair, in the abstract, but this is to impose the tyranny of the average on everyone.  
To be sure, salaries may drift upwards, decade by decade, courtesy of HR’s finely honed calculus, predicated as it is on abstract, but unshakable logic: a director is worth more than an associate director; a good associate director worth more than a bad one, and so on. All true, and fair, in ''the abstract'', but here is the thing. Employees don’t ''work'' in the abstract. Only [[averagism|averages]] do.  


The managed world loves its archetypes. Just as the common law has its reasonable person, economics its rational one, the boxwallahs of personnel have their average employee.
But the [[Modernist|modern]] world ''loves'' its archetypes. Just as the [[common law]] has its [[reasonable person]], economics its rational one, the boxwallahs of [[personnel]] have their average employee.


But ''there is no average employee''. This abstract average is an emergent property of an unstable group.


But there is no average employee. It is an emergent property of an unstable group. It includes the young savant, who will be catapulted out of the cohort to bigger, brighter things, and the [[weak gazelle]] who should insh’Allah, be torpedoed from it. Neither will be there in a year's time. Yet [[HR]] insists on drawing an average from these varying trajectories and holding everyone to it.. No single employee at any time has both characteristics. -one at the firm operates in the abstract  
It includes the young savant, who with rude haste will be catapulted out of the cohort to bigger, brighter things, and the [[weak gazelle]] who should. insh’Allah, be torpedoed from it in the next [[RIF]]. Neither will be there in a year's time. Those who much around the median have different skills, different attributes, bring different sets of tools to the table.<ref>Well, ''theoretically'' they should. Whether they ''do'' the firm’s recruiting methodology allows this is another question. If you only hire Russell Group graduates and laterals with Magic circle experience, we are talking about you.</ref>Yet [[HR]] insists on drawing an average from these varying trajectories and holding everyone to it.. No single employee at any time has both characteristics. -one at the firm operates in the abstract  
{{Sa}}
{{Sa}}
*[[Lateral hire]]
*[[Lateral hire]]
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