How do we determine someone's salary in the first place?

• Benchmark: Internal and External
• Classic figures: experience, education, specific knowledge and expertise.
• Scarcity & market value.
• Role and responsibilities.
• Actual impact and contribution
• Someone's starting point

When do we talk about money?

We don't want people to be uncomfortable about something as crucial as their remuneration, so we want people to tell us if they are unhappy with their pay. We take everybody seriously if they feel like their pay is too low (or too high). We ask people to come with arguments to have an honest talk. More than just: I want more money.

Good reasons for raise:

• Drastic change in role and responsibilities. You can use the team ladder to pin this down together.
• A very steep learning curve makes current pay unfair for someone's impact and capabilities. It's essential to be able to quantify that curve.
• New information internally or externally.
• New information by benchmarking studies or during hiring.

Not so good reasons for a raise:

• Colleague got another offer and uses this to get a raise.
• 'I earn X for this company, that's a lot of money, I want a piece of the pie'.
• Colleague just wants an incentive to stay. Money is never the answer, because it will fade - very - fast.

<aside> 💡 It is important that people are paid fairly compared to each other.

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