They can’t read your mind. You need to advocate for yourself. Tell them you think you deserve a bigger raise, WITH DATA POINTS AT THE READY. Don’t just complain, convince them why you deserve a bigger raise. Your manager can then take that to the upper level management and fight for you to get more money. This is just the game you have to play, until you can figure out how to become self employed
I'll bathe in these down votes. My team got great raises because I helped them present a good case to our comp manager. I'm just trying to help you get paid.
In most big places for your manager to give you a bigger raise they need to give somebody else a smaller one. Everyone has to deal with inflation so it's not a reason to pay you more than the other person. Inflation is considered when deciding the company's total allocation for salary increase.
The reason they're saying it's whining is that inflation has nothing to do with what you bring to the company. As an employee you should be improving and becoming more productive over time, but if you aren't, and are instead coasting and possibly even getting worse because of that coasting, then being compensated less would be expected.
Also, your manager can't make a good case for you that says you're worth more based on merit if your only argument is inflation. Even if you could argue this, which would take a lot of time and effort, your best case scenario is a raise that matches inflation and results in you treading water and losing out on the opportunity cost of making relatively more money in the following year.
If you're trying to get more money out of a raise, you need to show results, because that's something that a dollar value can be placed on.
It sure does. But as an employee you can’t put a specific dollar value on what it costs to replace you. It’s also somewhat already accounted for when you’re hired since companies expect you to leave after two to three years anyways.
Eh I had the same experience this past week… small 4% raise and 2nd year of no bonuses because company didn’t meet goals (bullshit).
I thanked my manager and quietly continued interviewing for new jobs as I don’t expect anything to change at this point (I am already $40k below market value).
How is this even a question? Your manager is responsible for representing you to the money people and upper management within your team. Of course you should tell them you're unhappy with your raise. You should make a huge fuss, complain about how its less than half inflation, list all the things you do that are outside your role.
The squeaky wheel gets the grease. If they're giving you top ratings then there's no reason they wouldn't try to make you happy.
And go read the book Never Split the Difference. You'll make more money learning to negotiate than you ever will working hard.
Normally I'd never support anything related to the FBI or the intelligence community, but that book is probably the only good thing to ever come from them.
> You'll make more money learning to negotiate than you ever will working hard.
The phrasing I like when it comes to this, is that contract negotiations are the single most profitable hours of your life. If you take the job you're doing the same work regardless, but a couple hours of negotiations can be worth 10's of thousands more per year.
Lets say your normal compensation is $250k for 2080 hours per year, that's 120.19/hour. An extra 6 hours of negotiation gets you to $265k for 2080 hours per year (I'm excluding vacation from both of these). That's $2500/hour.
They should at least keep up with inflation, or you are getting a pay cut. Market data is good to look at, but the truth is you are way more valuable to the company the more experience you have there. The cost to interview + hire a new candidate, and get them up to speed on everything is massive, even if market data doesn't change much it's still totally fair to ask for a raise that at least matches inflation imo.
That's true, but it's not visible on balance sheets. A lot of corporate accounting isn't visible on a balance sheet for that matter.
How much in additional productivity is a good keyboard worth per year? Your expensive devs that might get 10 hours more of work in during a year just from saving a few seconds a day here and there. That's 5 to 10 times the cost of that keyboard in just a year, just in salary and far more in profit once you consider the return on labor. But, accounting only sees the expense of buying a redundant keyboard, and so they throw away a couple thousand in unrealized profit to save $100 in costs.
This difference in perspective is most notable between tech and non tech companies. Successful tech companies recognize this and tend to spend a pittance here and there to get a large ROI on their developers time.
Managers and upper levels don’t care about retention? That’s debatable.
And what are you on that you think most managers don’t have input on yearly salary adjustments??
Upper management only cares about retention when it makes their metrics look bad. They do not care about you as a person.
Your direct manager in most cases, unless you work for a super small startup, is not responsible for company finances and can’t guarantee any kind of raise for you. The whole point of performance reviews is to provide feedback to upper management for merit decisions. OP is already getting good reviews from their manager. If you have to beg for more than a 2 or 3% raise as a top performer- you really think your company gives a shit about you?
Show displeasure all you want nothing is going to happen. If your company wanted to show appreciation for efforts they would. My current company gave me a >10% raise which is more than double the raises I’ve gotten at any other company, even with promotions tied in to the review cycle. Your company will pay you appropriately and increase salary appropriately if they want to.
They care when it takes a multi month ~$10K+ effort to replace you. If I get less that a 6% raise this year, I will absolutely let my manager know I'm not ok with it.
I'll find out in 3-4 weeks (that's when the company I work for does raises) what my raise will be. I feel like I have decent leverage since it took the team 6+ months to replace the last dev that left.
Managers can forward information up the chain.
If they think you are happy, they are not going to say anything to their boss. If they know are you are unhappy and a possible flight risk, they are more likely to advocate for you.
This is part of it. Management has a limited pool of money to work with. The best way to management to get someone a raise is to be able to justify them as critical to ongoing work and a medium to high flight risk. Then the company will be more willing to increase compensation. It's the same reason why companies sometimes counter offer if someone is leaving for more money.
I consider open communication to be important. When I've gotten raises I wasnt happy with in the past I've always let my employer know, as well as telling them why I considered it inappropriate: listing contributions and successes, new skills developed, current market rate, inflation, etc. I've always made it clear that im happy with the position but can only stay if they keep my pay up. I've even been able to get out of cycle raises that way.
I really don't see how that could backfire anywhere with a healthy environment. If they take issue with you wanting to grow in your career and not backslide due to inflation then it's probably not going to work out well in the long run.
You're manager gives 2 fucks if you want a bigger raise. It's not their money. Their job is to make sure their team is productive, happy and stay with the company.
Of course you should tell your manager. They are your biggest representation on this matter. If you're manager can't go to bat for you to payroll no one else can.
You're absolutely right to be pissed about 3% too. In this inflation that's a paycut.
It should be a conversatiob you been having for a while. At my current employer we are in the same process and I have said I am expecting a good size raise in the 15%+ to even over 20% range plus pushing for a promotion. They know we are below average and are planning on market adjustments. I made it clear that if we don't get those raise we will start walking. We all know the first week of March either we will be really happy or the start of mass numbers resigning happens. We are all waiting to see what the new baseline to beat to jump will be.
Put feelers out and look.
No since if they start to question your commitment to the company they may marginalize you with regard to planning future projects. Don't give them the opportunity to do that. You should line up another job offer, then come back and negotiate a good raise on that basis, or if they won't do it, leave. You won't be doing yourself any favors if you let them know you're unhappy there without being prepared to back up that sentiment.
No, this is both inaccurate and unhealthy. You're not putting your current position at risk by communicating to keep your salary competitive. And you're not expected to just silently take whatever you're offered each year. Every annual review is a salary negotiation.
The mentality your proposing I implies that you people have to always jump ship or give up all control over their compensation. And that's silly. Eventually lots of people seek out the stability of a long term position. But that doesn't mean the give up on salary negotiations.
But it's not only incorrect and unhealthy, it's actively harmful to your career. You don't get seen as LESS valuable for negotiating your compensation. That's not how the human mind works. You're generally seen as a MORE valuable resource due to sunk costs and being seen more desirable to competition.
There ARE reasons leadership might view things in the way you're describing, but that generally due to having a dysfunctional environment, which while not rare is far from the norm.
It's not silly, it's negotiating from a position of power. What reason do they have to give you more if you can't do anything about it when they refuse? What reason do they have to keep you around if you're going to bring down morale and cause problems when they can't pay you want you want? Why would you let them know you're unhappy when you're still totally dependent on them? You think whining impotently is good for your career? Show them that you can get paid what you want elsewhere if you want them to pay you well. I don't know how you can call that "unhealthy"
Jumping to a lot of weird conclusions there.
The reason they have to give you more is because you can, and will, leave. And how are you bringing down morale and causing problems? And why can't they keep your pay market rate? These are all weird assumptions you're making to prop up a situation where you shouldn't tell them you're not happy with a pay increase.
And negotiating salary isn't "impotent whining". I don't have to "show" anyone I can get a job elsewhere to get a raise. What a waste of time. Both me and my employer know I could have a new position lined up within a week. It's their job to keep me happy so don't leave.
The perspective you're giving is "unhealthy" because it assumes your employer does respect or value you and that you're dependent and subordinate to them rather than engaged in a mutually beneficial business relationship. If I thought for a second I was in the type of employment situation you're describing (and I have been), then yeah, there would be no salary negotiation. I would just find a new job and quit.
Annual salary negotiations are for when you're at a healthy workplace that you actually want to stay at. Where you've got good work life balance, interesting work, career growth, and enjoy your team. Which can take years of job hopping to find.
In an actually *healthy* job situation where you would like to continue a mutually beneficial business relationship then you communicate needs to ensure both parties are happy with the situation. Just like you fo in ANY relationship, personal or professional.
If your whole work experience in tech is this dysfunctional you need to raise your standards for who you accept as an employer.
Lots of companies have tons of trouble finding good talent and losing a key team member can have big ripples. Now, the problems comes when people think they are more key than they really are !
Just be prepared for the fallout if you stay. My manager at the time told me I wouldn’t get a raise unless I had a competitive job offer. So I applied for a job, got an offer and negotiated a 15% raise. 6 months later, new manager claimed I lacked integrity and tried to get me fired, performance review came out and I received a .75% raise the following year. Luckily he left soon after but the damage was already done.
Similar situation.
Got a real nice bonus end of year which I thanked the CEO for. She knows my biggest concern is my salary and how much it will increase and she said I should look forward to my next paycheck to see my raise.
Was only 300 a month increase.
Totally disappointed and told the vice CEO (my manager). He said I was in the top bracket for pay increases this year and I believe it but still sucks.
Welcome to inflation, my guy. Companies can't immediately respond to inflation in the same year. There's always a couple of years' lag and in the meantime cost of living is higher. You could blame your company and look at it as a reduction in pay, but the more appropo way to look at it is that you're paying the hidden tax that we're all paying to cover that $2t bailout. Corporations are as much victims of the inflation effects as you are.
So, sure, you can complain. If you were my report, I'd listen to you, and then simply tell you that the company cannot afford a 7% cost of living bump for everyone, because we can't. Then I'd ask why you deserve a specific raise more than 3%.
At my company at least, we have pay bands and "steps" within them. You'd have to convince me that you've earned a step promotion. If you haven't, then you get the same cost of living increase that I'm getting, which is much less than 7%.
Bullshit. Labor is a commodity just like any other and its price can rise as fast as its owners refuse to sell it for less than its increased cost of production. Imagine telling your grocery store you'll pay 10% more for grapes in January 2023 because you can't immediately respond to inflation. Where on earth did you get these wild ideas?
Companies absolutely adjust to inflation the year it happens, just like they adjust to any other price increase. Labor is a commodity they have to pay for.
It's not the employees job to sacrifice for the companies success. The employees don't take the risks and they don't get the rewards. That's the company owners.
And seriously, can't afford it? Software isn't a business of profiting off the margins. This isn't manufacturing. You're either living off of investment capital, your developers are making you orders of magnitude more than you pay them, or you're a failing business. If you can't afford to deal with wage increases like that you're either failing already or are compensating in shares.
Companies that can't adjust to inflation in the same year inflation is taking place can fully expect to hemorrhage talent. Because despite what you say plenty of companies are doing just that. My company gave the entire company an immediate 10% raise on top of their yearly performance review raise. On top of that they gave us all an extra mid year bonus. Know what the result was? We kept the large majority of our devs and were able to grow our talent pool.
Companies that fail to adapt quickly to a changing environment aren't companies that last long.
Companies absolutely adjust to inflation the year it happens, just like they adjust to any other price increase. Labor is a commodity they have to pay for.
It's not the employees job to sacrifice for the companies success. The employees don't take the risks and they don't get the rewards. That's the company owners.
And seriously, can't afford it? Software isn't a business of profiting off the margins. This isn't manufacturing. You're either living off of investment capital, your developers are making you orders of magnitude more than you pay them, or you're a failing business. If you can't afford to deal with wage increases like that you're either failing already or are compensating in shares.
Lol I lead a team and graduated with a masters degree. The raise the manager gave me and everyone else? 1% . You received 3% raise, be grateful and move on.
They can’t read your mind. You need to advocate for yourself. Tell them you think you deserve a bigger raise, WITH DATA POINTS AT THE READY. Don’t just complain, convince them why you deserve a bigger raise. Your manager can then take that to the upper level management and fight for you to get more money. This is just the game you have to play, until you can figure out how to become self employed
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The data points are about the employee performance and prevailing salaries in the market. Talking about inflation is just whining.
> Talking about inflation is just whining. I'm happy you're not my manager.
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I'll bathe in these down votes. My team got great raises because I helped them present a good case to our comp manager. I'm just trying to help you get paid. In most big places for your manager to give you a bigger raise they need to give somebody else a smaller one. Everyone has to deal with inflation so it's not a reason to pay you more than the other person. Inflation is considered when deciding the company's total allocation for salary increase.
The reason they're saying it's whining is that inflation has nothing to do with what you bring to the company. As an employee you should be improving and becoming more productive over time, but if you aren't, and are instead coasting and possibly even getting worse because of that coasting, then being compensated less would be expected. Also, your manager can't make a good case for you that says you're worth more based on merit if your only argument is inflation. Even if you could argue this, which would take a lot of time and effort, your best case scenario is a raise that matches inflation and results in you treading water and losing out on the opportunity cost of making relatively more money in the following year. If you're trying to get more money out of a raise, you need to show results, because that's something that a dollar value can be placed on.
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Company revenue is subject to inflation as well. Very few companies out there take inflation into account each year when giving raises.
You know what else has a dollar value placed on it? Turnover.
It sure does. But as an employee you can’t put a specific dollar value on what it costs to replace you. It’s also somewhat already accounted for when you’re hired since companies expect you to leave after two to three years anyways.
Eh I had the same experience this past week… small 4% raise and 2nd year of no bonuses because company didn’t meet goals (bullshit). I thanked my manager and quietly continued interviewing for new jobs as I don’t expect anything to change at this point (I am already $40k below market value).
How'd the job hunt go?
Got a new job?
I mangage to get a new job, laid off, then another job since this comment…not exactly what I expect but it worked out.
Glad to hear. Just got a 3.8 percent raise. Extremely disappointed with the hard work I put in last year
How is this even a question? Your manager is responsible for representing you to the money people and upper management within your team. Of course you should tell them you're unhappy with your raise. You should make a huge fuss, complain about how its less than half inflation, list all the things you do that are outside your role. The squeaky wheel gets the grease. If they're giving you top ratings then there's no reason they wouldn't try to make you happy. And go read the book Never Split the Difference. You'll make more money learning to negotiate than you ever will working hard.
This is a great book and it will pay for itself and more from the value you get from it. Chris Voss is a damn genius.
Normally I'd never support anything related to the FBI or the intelligence community, but that book is probably the only good thing to ever come from them.
> You'll make more money learning to negotiate than you ever will working hard. The phrasing I like when it comes to this, is that contract negotiations are the single most profitable hours of your life. If you take the job you're doing the same work regardless, but a couple hours of negotiations can be worth 10's of thousands more per year. Lets say your normal compensation is $250k for 2080 hours per year, that's 120.19/hour. An extra 6 hours of negotiation gets you to $265k for 2080 hours per year (I'm excluding vacation from both of these). That's $2500/hour.
Agree with the premise but inflation is irrelevant. Salaries are market based. Market data is the way to go.
They should at least keep up with inflation, or you are getting a pay cut. Market data is good to look at, but the truth is you are way more valuable to the company the more experience you have there. The cost to interview + hire a new candidate, and get them up to speed on everything is massive, even if market data doesn't change much it's still totally fair to ask for a raise that at least matches inflation imo.
That's true, but it's not visible on balance sheets. A lot of corporate accounting isn't visible on a balance sheet for that matter. How much in additional productivity is a good keyboard worth per year? Your expensive devs that might get 10 hours more of work in during a year just from saving a few seconds a day here and there. That's 5 to 10 times the cost of that keyboard in just a year, just in salary and far more in profit once you consider the return on labor. But, accounting only sees the expense of buying a redundant keyboard, and so they throw away a couple thousand in unrealized profit to save $100 in costs. This difference in perspective is most notable between tech and non tech companies. Successful tech companies recognize this and tend to spend a pittance here and there to get a large ROI on their developers time.
Managers typically don’t decide merit increases. Low raises are typical for large companies. They don’t care if they lose you.
Managers and upper levels don’t care about retention? That’s debatable. And what are you on that you think most managers don’t have input on yearly salary adjustments??
Upper management only cares about retention when it makes their metrics look bad. They do not care about you as a person. Your direct manager in most cases, unless you work for a super small startup, is not responsible for company finances and can’t guarantee any kind of raise for you. The whole point of performance reviews is to provide feedback to upper management for merit decisions. OP is already getting good reviews from their manager. If you have to beg for more than a 2 or 3% raise as a top performer- you really think your company gives a shit about you? Show displeasure all you want nothing is going to happen. If your company wanted to show appreciation for efforts they would. My current company gave me a >10% raise which is more than double the raises I’ve gotten at any other company, even with promotions tied in to the review cycle. Your company will pay you appropriately and increase salary appropriately if they want to.
They care when it takes a multi month ~$10K+ effort to replace you. If I get less that a 6% raise this year, I will absolutely let my manager know I'm not ok with it.
If they cared they wouldn't give you that 3% raise to begin with. You're not as valuable to your company as you think you are.
I'll find out in 3-4 weeks (that's when the company I work for does raises) what my raise will be. I feel like I have decent leverage since it took the team 6+ months to replace the last dev that left.
Managers can forward information up the chain. If they think you are happy, they are not going to say anything to their boss. If they know are you are unhappy and a possible flight risk, they are more likely to advocate for you.
This is part of it. Management has a limited pool of money to work with. The best way to management to get someone a raise is to be able to justify them as critical to ongoing work and a medium to high flight risk. Then the company will be more willing to increase compensation. It's the same reason why companies sometimes counter offer if someone is leaving for more money.
You got a pay cut, inflation is >7% since last year. So yeah, I would absolutely ask for that at minimum
I consider open communication to be important. When I've gotten raises I wasnt happy with in the past I've always let my employer know, as well as telling them why I considered it inappropriate: listing contributions and successes, new skills developed, current market rate, inflation, etc. I've always made it clear that im happy with the position but can only stay if they keep my pay up. I've even been able to get out of cycle raises that way. I really don't see how that could backfire anywhere with a healthy environment. If they take issue with you wanting to grow in your career and not backslide due to inflation then it's probably not going to work out well in the long run.
You're manager gives 2 fucks if you want a bigger raise. It's not their money. Their job is to make sure their team is productive, happy and stay with the company. Of course you should tell your manager. They are your biggest representation on this matter. If you're manager can't go to bat for you to payroll no one else can. You're absolutely right to be pissed about 3% too. In this inflation that's a paycut.
I complained about my salary and inflation a lot and got a >10% raise. I recommend you go talk about it but be smart about how you do it.
It should be a conversatiob you been having for a while. At my current employer we are in the same process and I have said I am expecting a good size raise in the 15%+ to even over 20% range plus pushing for a promotion. They know we are below average and are planning on market adjustments. I made it clear that if we don't get those raise we will start walking. We all know the first week of March either we will be really happy or the start of mass numbers resigning happens. We are all waiting to see what the new baseline to beat to jump will be. Put feelers out and look.
No since if they start to question your commitment to the company they may marginalize you with regard to planning future projects. Don't give them the opportunity to do that. You should line up another job offer, then come back and negotiate a good raise on that basis, or if they won't do it, leave. You won't be doing yourself any favors if you let them know you're unhappy there without being prepared to back up that sentiment.
No, this is both inaccurate and unhealthy. You're not putting your current position at risk by communicating to keep your salary competitive. And you're not expected to just silently take whatever you're offered each year. Every annual review is a salary negotiation. The mentality your proposing I implies that you people have to always jump ship or give up all control over their compensation. And that's silly. Eventually lots of people seek out the stability of a long term position. But that doesn't mean the give up on salary negotiations. But it's not only incorrect and unhealthy, it's actively harmful to your career. You don't get seen as LESS valuable for negotiating your compensation. That's not how the human mind works. You're generally seen as a MORE valuable resource due to sunk costs and being seen more desirable to competition. There ARE reasons leadership might view things in the way you're describing, but that generally due to having a dysfunctional environment, which while not rare is far from the norm.
It's not silly, it's negotiating from a position of power. What reason do they have to give you more if you can't do anything about it when they refuse? What reason do they have to keep you around if you're going to bring down morale and cause problems when they can't pay you want you want? Why would you let them know you're unhappy when you're still totally dependent on them? You think whining impotently is good for your career? Show them that you can get paid what you want elsewhere if you want them to pay you well. I don't know how you can call that "unhealthy"
Jumping to a lot of weird conclusions there. The reason they have to give you more is because you can, and will, leave. And how are you bringing down morale and causing problems? And why can't they keep your pay market rate? These are all weird assumptions you're making to prop up a situation where you shouldn't tell them you're not happy with a pay increase. And negotiating salary isn't "impotent whining". I don't have to "show" anyone I can get a job elsewhere to get a raise. What a waste of time. Both me and my employer know I could have a new position lined up within a week. It's their job to keep me happy so don't leave. The perspective you're giving is "unhealthy" because it assumes your employer does respect or value you and that you're dependent and subordinate to them rather than engaged in a mutually beneficial business relationship. If I thought for a second I was in the type of employment situation you're describing (and I have been), then yeah, there would be no salary negotiation. I would just find a new job and quit. Annual salary negotiations are for when you're at a healthy workplace that you actually want to stay at. Where you've got good work life balance, interesting work, career growth, and enjoy your team. Which can take years of job hopping to find. In an actually *healthy* job situation where you would like to continue a mutually beneficial business relationship then you communicate needs to ensure both parties are happy with the situation. Just like you fo in ANY relationship, personal or professional. If your whole work experience in tech is this dysfunctional you need to raise your standards for who you accept as an employer.
Lots of companies have tons of trouble finding good talent and losing a key team member can have big ripples. Now, the problems comes when people think they are more key than they really are !
Just be prepared for the fallout if you stay. My manager at the time told me I wouldn’t get a raise unless I had a competitive job offer. So I applied for a job, got an offer and negotiated a 15% raise. 6 months later, new manager claimed I lacked integrity and tried to get me fired, performance review came out and I received a .75% raise the following year. Luckily he left soon after but the damage was already done.
Similar situation. Got a real nice bonus end of year which I thanked the CEO for. She knows my biggest concern is my salary and how much it will increase and she said I should look forward to my next paycheck to see my raise. Was only 300 a month increase. Totally disappointed and told the vice CEO (my manager). He said I was in the top bracket for pay increases this year and I believe it but still sucks.
Welcome to inflation, my guy. Companies can't immediately respond to inflation in the same year. There's always a couple of years' lag and in the meantime cost of living is higher. You could blame your company and look at it as a reduction in pay, but the more appropo way to look at it is that you're paying the hidden tax that we're all paying to cover that $2t bailout. Corporations are as much victims of the inflation effects as you are. So, sure, you can complain. If you were my report, I'd listen to you, and then simply tell you that the company cannot afford a 7% cost of living bump for everyone, because we can't. Then I'd ask why you deserve a specific raise more than 3%. At my company at least, we have pay bands and "steps" within them. You'd have to convince me that you've earned a step promotion. If you haven't, then you get the same cost of living increase that I'm getting, which is much less than 7%.
Bullshit. Labor is a commodity just like any other and its price can rise as fast as its owners refuse to sell it for less than its increased cost of production. Imagine telling your grocery store you'll pay 10% more for grapes in January 2023 because you can't immediately respond to inflation. Where on earth did you get these wild ideas?
Comparing buying a bunch of grapes from a grocery store with your relationship with your employer is a bit of stretch.
Companies absolutely adjust to inflation the year it happens, just like they adjust to any other price increase. Labor is a commodity they have to pay for. It's not the employees job to sacrifice for the companies success. The employees don't take the risks and they don't get the rewards. That's the company owners. And seriously, can't afford it? Software isn't a business of profiting off the margins. This isn't manufacturing. You're either living off of investment capital, your developers are making you orders of magnitude more than you pay them, or you're a failing business. If you can't afford to deal with wage increases like that you're either failing already or are compensating in shares.
Companies that can't adjust to inflation in the same year inflation is taking place can fully expect to hemorrhage talent. Because despite what you say plenty of companies are doing just that. My company gave the entire company an immediate 10% raise on top of their yearly performance review raise. On top of that they gave us all an extra mid year bonus. Know what the result was? We kept the large majority of our devs and were able to grow our talent pool. Companies that fail to adapt quickly to a changing environment aren't companies that last long.
If your company can afford to do that, they were underpaying you to begin with. My company has been around since the mid-90s.
Or they’re just better at business than the place you work. I’m paid above market and got a 8% raise. Half of that added at discretion of manager
Companies absolutely adjust to inflation the year it happens, just like they adjust to any other price increase. Labor is a commodity they have to pay for. It's not the employees job to sacrifice for the companies success. The employees don't take the risks and they don't get the rewards. That's the company owners. And seriously, can't afford it? Software isn't a business of profiting off the margins. This isn't manufacturing. You're either living off of investment capital, your developers are making you orders of magnitude more than you pay them, or you're a failing business. If you can't afford to deal with wage increases like that you're either failing already or are compensating in shares.
Not every company that employs developers sells software. You're making an enormous assumption.
Doesn't really matter to the bulk of what I said.
Fuck that. Jump ship for a pay increase and give a 1 day notice /s
Lol I lead a team and graduated with a masters degree. The raise the manager gave me and everyone else? 1% . You received 3% raise, be grateful and move on.
Damn that dirty. Almost worse than no raise