By Juan Rodr\u00edguez Gago <\/p>\n\n\n\n
Last Tuesday we finished the subject of wage policy in the EIP International Business School<\/strong> with this case on the table. Juan Rodr\u00edguez Gago analyzes a practical case study on salary policy. Learn what to do when your most profitable employee is offered double their salary and how to prevent your internal strategy from falling apart. <\/p>","protected":false},"author":4343,"featured_media":102510,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[173,143],"tags":[],"class_list":["post-102509","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-rrhh","category-blog-gestion-de-recursos-humanos"],"acf":[],"_links":{"self":[{"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/posts\/102509","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/users\/4343"}],"replies":[{"embeddable":true,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/comments?post=102509"}],"version-history":[{"count":0,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/posts\/102509\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/media\/102510"}],"wp:attachment":[{"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/media?parent=102509"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/categories?post=102509"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/eiposgrados.com\/eng\/wp-json\/wp\/v2\/tags?post=102509"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
They make an offer to your most profitable collaborator.
And you decide within 24 hours.
Counteroffers.
Because losing her \u201cwould be a disaster.\u201d.
The problem is not that he's leaving.
Your salary policy has just blown up.
If you match or exceed the offer, you have sent an internal message:
The market decides how much people are worth here. Not you.
If you do nothing, you also send another one:
You are profitable, but replaceable.
Most people make decisions under pressure, without considering three basic things:
\u2013 Whether you were paying in the market or outside of it.
\u2013 Do you have a clear policy or do you improvise based on fear?.
\u2013 What will happen when the next person receives another offer?.
The cost is not the salary.
It's about consistency.
Because when the team understands that an external offer is enough to renegotiate, you are no longer managing people.
You manage auctions. And that doesn't scale.
If you want a Master's program where you truly learn and are taught about real-world issues, come to EI<\/a><\/strong>P International Business School<\/strong><\/a>
I work with companies that want to stop making decisions this way.
If this scenario seems familiar to you, you probably already know why.
<\/p>","protected":false},"excerpt":{"rendered":"