large employee pay is driven significantly by revenue per employee + margins (or significant money pumped into it for whatever other reason, ie crypto at least some time ago) imo.
FANG, VC-backed startups, and fintech have them, there are others as well, although you need to look at what the specific companies do in addition to overall industry trends. one that seems like it would fit high revenue per employee + margins is oil and gas for example.
specializing helps (ie data science, DevSecOps, etc) on the engineering side
you can also take home millions as an employee if you're in like the top 1% of salespeople and at a company with a good product/commission plan in likely any industry, although it's not for most people and if you fail you will probably make less than the pre-career transition.
My company would widely be considered as stable, I'm personally 100% long term on our company. So it's past the "great news for our roadmap and long term path to profitability or further investment" phase. Although we're not massive either (few mil, rapid growth). Also bootstrapped from $300, so I could see it being different for venture funded situations.
Different companies/team compositions might have different best paths.
It's more "why are you hiring someone, when you could give everyone a bigger bonus" vibes. Where my goal is to say, give 2x the bonus in the future via the hire instead, but an employee could justifiably, for their own reasons, want more money today.
I'm saying that^ in the context, of, in my opinion, big picture employees as well.
I agree there's sometimes misalignment, everyone has their own goals/aspirations/career, and they sometimes aren't the same as the company goal/timeline. At the end of the day, that doesn't mean that they aren't capable of making valuable contributions or that we don't want to support their goals. That is ok, it's impossible to be everyone's everything.
My team is all well compensated, above top 5 US metro average, full remote and all highly technical.
It's surprising to me that out of 100 people no one asked for a raise after seeing a pool of money, although there's a lot of industries and types of employees out there.
It's a smart thing to do from the employee perspective-- I would do the same in their shoes, I don't hold it against them, I'm actually a big fan of ambitious employees, and I've granted their requests (maybe not the full value of their ask, but at least part) every time.
The response trend seems to be based on personal experience rather than MBA/career manager.
I'm neither an MBA nor a career manager (started biz out of college with $300, 5 years lowest paid employee, few mil run rate now, no investors) and my transparency experience has been both positive and negative. So I only do transparency that (I think) leads to positive outcomes now.
There's two categories of responses on this page:
1. people who have never ran a business and been fully transparent
2. people who've done it and recommend selective transparency because of the consequences
If you have cash and you're transparent, your employees are likely to ask for it if you have a personal relationship with them.
I would say this is frequently even the case for big picture employees.
I'm saying this also as the lowest compensated person at my company for ~5 years.
To me it's more of an ideal world vs real world. Ideally you can share everything, in reality the outcome is likely to have a negative impact on both employee satisfaction and profit. Ie most likely giving employees a raise and them still thinking they aren't getting enough due to them seeing the big $ in the bank.
My preferred approach is budget level (we can spend x on y, I am open to your ideas) and number light executive summary (we have x months runway, not we have y in the bank). You can also give someone a smaller piece of transparency and see how they react if you think the employee could be someone with the skill set to manage a budget in the future.
10x to 100x less likely but still a distinct possibility you kill someone that would've lived if they weren't inoculated with a live virus. That's messed up by itself, but also cases like that would likely discourage the people on the fence about vaccination.
Minor live infections to build immunity is called variolation, it's a tactic that was used effectively historically against smallpox, but effectively got obsoleted by vaccination, which doesn't kill as many people.
FANG, VC-backed startups, and fintech have them, there are others as well, although you need to look at what the specific companies do in addition to overall industry trends. one that seems like it would fit high revenue per employee + margins is oil and gas for example.
specializing helps (ie data science, DevSecOps, etc) on the engineering side
you can also take home millions as an employee if you're in like the top 1% of salespeople and at a company with a good product/commission plan in likely any industry, although it's not for most people and if you fail you will probably make less than the pre-career transition.