Ag_of_08 said:
You understand 80-100k is not extremely high anymore..... right? In many places, that's not even good.
You also understand that when there are no opportunities for advancement... they're going to leave to go elsewhere? And the ones willing to hire outside mgmt instead of promoting from within are what has created the lack of company loyalty and thebhopping culture? The dismantling of pensions, the outside mgmt hiring, the wage stagnation without job changes ... youve created the problem that people are griping about.
I don't know a single person who wouldn't like to work 30 years for the same company theyre confortable with and retire...but they can't.
You're inserting a lot of assumptions that simply don't apply to the situation I described....someone either straight out of college or only 2-3 years removed applying for a new job simply because they think at 2 years of experience they should be in management and bringing in 6 figures.
Here in Florida for someone with just a bachelors degree in the environmental field and under 4 years experience $80-100k
is a lot. That's a very good salary that someone can absolutely live off of, even start a family off of (especially when most of the time these days both partners in a marriage are working). This ain't the NE or West Coast.
Projects have to be profitable, or else clients leave and then none of us ends up having a job. Projects can't be profitable when we're paying the entry level person a hundred thousand dollars a year for them to write reports, get permits, manage a few simple tasks, etc.
I already stated in my earlier post that myself and my program manager stay engaged in our direct reports careers, making sure that they are on paths for career and financial advancement. Its absolutely crucial to our specific program to retain good talent rather than have constant turnover. And hell if there's not room for advancement in our group, we'll be the first people to try to find them someplace else in the company that they can move into, or be the first person to write them a recommendation letter if they seek work elsewhere.
There is a learning curve that young employees new to the career field absolutely have to go through before they're ready to be competent managers earning higher salaries. I've met a few young employees who acknowledge that and are willing to go through it, but most aren't. And many of the ones who aren't end up being the worst managers, all because previous bad hiring managers hired them into positions they weren't ready for.
