It should be no surprise to any worker in this day and age that companies usually have a far greater hiring budget than the budget for retention and raises for existing workers. Hiring and filling positions is a priority, and there is little consideration of the fact that they fail to offer competitive rates and incentives to their workers to encourage them to stay, which is the reason why they need to hire so many new workers in the first place. It makes logical sense when you quickly lay it out, yet with the way budgeting is often drawn up, this glaringly obvious fact goes unaddressed and employers end up overpaying for workers who lack the institutional knowledge they're losing with their veteran workers.
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This worker, a 5-year veteran of their company, shared their experience of this. When their boss hired a new worker to their previously single-worker department, the veteran was told that they were effectively to be their new coworker's "manager" or at least senior to them in a way that one would rightfully expect greater compensation, based on their experience and seniority alone. Yet, the worker was shocked to find that the new worker was making more than them when they asked for advice from the veteran worker regarding when they should ask for their own raise. Shocked and hurt, the worker took to this popular online community to share their story and gather readers' thoughts and experiences.
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