HR: We lost another senior employee today.
CEO: What happened?
HR: He resigned after receiving an external offer.
CEO: That makes no sense. We could have matched it.
HR: That is the issue. We were willing to pay a stranger 70% more for the same role, but would not give our existing employee even a 20% raise.
CEO: External hiring is different. That is market pricing.
HR: He noticed that too.
CEO: We appreciated his loyalty. He had been here for years.
HR: Yes. And during those years, he consistently exceeded expectations while being told to “wait for the next review cycle.”
CEO: But budgets are complicated for internal employees.
HR: Apparently not for external candidates. The new hire budget was approved in three days. His raise request sat for eight months.
CEO: We had to stay competitive in the hiring market.
HR: He was part of that same market. The only difference is that another company valued him before we did.
CEO: So he left over salary?
HR: Not just salary. He left because he realized loyalty was being rewarded less than leaving.
CEO: That is unfortunate.
HR: Yes. Companies will sometimes trust a candidate after a 45-minute interview more than an employee who already proved themselves for five years.
CEO: So what are you saying?
HR: If companies only recognize employee value after a resignation letter appears, then eventually employees will stop waiting to be appreciated internally.
Sometimes the fastest way for an employee to get market value is to stop being your employee.
Due to things out of our control, be patient with your local baseball/softball SID’s this year.
Not only is it a 4-month, 50-odd game grind but now I’m having to keep three different stat systems up to date.
Annoying but hopefully worth it in the end!
We either need to rediscover what “documentary” means, or we need a new word to describe an all-access piece where the subject can just pull the plug whenever