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- cross-posted to:
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- [email protected]
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During exit interview:
- Why are you leaving?
- Can’t pay the rent, the salary is shit.
- Ping-pong table it is!
During the exit interview: HR: So why did you decide to leave our company? Normal person: It’s the shit pay the delusional management. HR: Ookay. We’ll mark that as a lack of a ping-pong table.
Can you imagine if HR actually addressed the reasons for leaving? It’s often the money, sometimes the management but usually the money.
Take my wife’s example, she changed jobs twice in a year and each jump was a 10k raise (she isn’t very good at negotiating, too). My brother changed jobs like 10 times in 5 years (programmer, several were start ups that ended) and he ended up going from 80k to 180k. Most of the jumps had anything to do with work environment, and in tech most of these companies have crazy good work environments.
So do they counter offer? Do they do competitive raises? Actually yes, but our worth is usually so high that doing those just raises the competing offer. If we ever were paid our worth, we’d stay. That hasn’t been the case since the 50s-- or so I’m told, anyway.
It wasn’t even the case in the 50s. Giving workers what they are responsible for producing would require changing the structure of property relations. An employer cannot do it without abolishing their own role
Well, it was closer I guess? I mean, compared to the income disparity we are today.
Of course whenever there is anyone who makes money simply by owning a company, I’d agree they aren’t really worth anything except maybe the effort to found said company (which isn’t really the case with investors, share holders, corporations, etc). There is some value in taking the initiative and risk, just not like… hundreds times more than the employee.
Workers should be able to realize the value of what they produce in basically getting the pure profits of the firm.
Value doesn’t get to the heart of the matter. Property rights to positive and negative fruits of labor do. When you consider what taking on the risk and initiative means in this context, it is really taking on the negative fruits of labor (liabilities for used-up inputs). Workers should get both the positive and negative fruits of their labor, and take the initiative
A ping-pong table
Fucking… what. Lmao.
There comes a point where you, as an employee, are making enough money that how the work makes you feel starts to matter more than a 1-4% pay bump.
You’d need to be making pretty good money already though…
Even a 20% pay bump doesn’t get an employee that likes their current job if they’re already near $100k (and not in NYC or similar cost).
Under no circumstances though is the problem a ping pong table.
Money never motivates, however a lack of it will certainly demotivate.
Before long, one of the paddles will be broken, the net will be missing, and/or all of the balls will have been lost. Management will never address any of these issues. The table will be useless, except to serve as an excuse for management not to even try to address morale problems.
“We even gave them a ping pong table and it didn’t help. I’m all out of ideas.”
I want a ping-pong table in every office!!
i LiKe PiZza
My previous job didn’t have a ping pong table.
Needless to say, I am no longer employed there.
Worked in corporate for a while holy shit I heard the same shit 100 times.
Then I left and guess what I didn’t complain about money at that point because I didn’t give a shit anymore
And they didn’t ask for an exit interview XD
Me when I’m stopping doing the labor I do in exchange for money because they don’t have a ping pong table at the labor factory
Fucking bullshit. Fuck HR
I’m always curious who things like the ping pong table are for. I’ve never been in a situation at work where a couple people got up from their desks and said hey let’s go play some ping pong! And management was like Yeah you guys go play, have fun, that’s what it’s there for!
@WarmSoda Had a foosball table at one place. Lots of use, so much that people came in on Saturdays to finish their work. Never used it, had my work done by early Friday morning every week. Manager didn’t give me a good review because I didn’t come in on Saturdays. I took it right to HR, and he had to go to managers training. I left shortly afterward.
we’ve got a foosball table in my office, and while it obviously wouldn’t make the difference between staying and not if the pay wasn’t already good and the job wasn’t something I liked I do enjoy getting to play foosball.
I’m at a pretty flat company though with a very laid back leadership. I’ve even had managers pull me out of a call in order to play foosball lol.
whenever I decide to be in the office, I think I get in one to three games during the day? something like that.
There’s one in our office that gets semi regular use, but personally I’d rather not have it.
This is an interesting one, because I think it applies pretty well to many well paid, salaried corporate jobs, but not at all to lower paying job or positions where people don’t have many other options available. Not to say they need a ping pong table, but that many aren’t leaving because of pay but rather bad managers or better perks/benefits elsewhere.
So why did you leave
No ping pong table 😢
