I think what's needed in cases where people take on more senior internal roles and need to 'prove themselves' is more options to do on an 'interim' basis whereby if they successfully complete the 'probation' they have a guaranteed salary increase and the permanent post. What sometimes seems to happen when people are making a step up / acting up is they get shafted by vague promises and never really achieve he correct increment. So it needs to be established in writing on the basis of well, if they pass probation then by definition they must be good enough for the role, and hence deserve the money. The one challenge with this of course is you'll typically need to backfill that individual, and then if they fail in the new role, they don't really have a position to come back to. The ideal scenario is where they can go and do the new role for X amount of time and then return if it doesn't work out, this probably works best when they are doing a role with a high number of FTE so spots will become available (maybe like a team leader in an org with several team leader positions of that type).
www.theregister.com
but equally, years spent in the job doesn't guarantee that there is valuable experience or that experience is still pertinent or is more valuable than someone with a new take. Unfortunately many senior people rest of their laurels and do pretty minimal effort to push themselves, and many just do then same work year after year. Quality of experience is far more important than quantity, and the experience has to be relevant which can be difficult in rapidly changing industries, and the motivation to gain new experience has to be there.In our place certain amount IMO ageism. They are happy to throw experience under the bus, to get younger people.
And my that I mean we've ended up with teams, and senior staff with no domain knowledge, literally no knowledge of a complex business area.
I this point I realise its normal enough.
Age discrimination lawsuit against IBM, Kyndryl expands
As spinoff quietly erases claim that average age in mainframe group was 35
In our place certain amount IMO ageism. They are happy to throw experience under the bus, to get younger people.
And my that I mean we've ended up with teams, and senior staff with no domain knowledge, literally no knowledge of a complex business area.
I this point I realise its normal enough.
Age discrimination lawsuit against IBM, Kyndryl expands
As spinoff quietly erases claim that average age in mainframe group was 35
You need to work in HR if you want that
We did try to recruit a woman for our team in Greece. It was looking for her good, she answered my technical questions. Had good Azure experience.
Made her an offer, we got the "Sorry, I have changed my mind"
You need to work in HR if you want that
We did try to recruit a woman for our team in Greece. It was looking for her good, she answered my technical questions. Had good Azure experience.
Made her an offer, we got the "Sorry, I have changed my mind"
I've not experienced that so much with HR. Quite the opposite! I have worked with attractive women in legal teams and finance.
Tbh just having more women in general would be good. Our place has a policy to have a certain percentage of women and BAME* in certain roles. Or whatever it is called now. We also love the whole LGBTQ+ thing and have had training on things like not calling the toilets "the gents" etc. Sponsorship programs for BAME as well.
Basically if you are a white, straight, non religious, traditional, meat eating Englishman, you don't have anything going for you frankly.
We won't judge if you do make use of the staff discount.
