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Admitting you have definitely thought about what your coworkers make but would you want them to know exactly what -- salary it's it's a new concept gaining traction and work places and some all -- New York City allows us some ways to see everyone else's salary.
By just clicking on the -- drive the company says the open and transparent system.
CEO dean Atkinson.
You can tell I'm -- and -- oil yields her snapped.
Dick well I mean I'm just imagining this Lori -- and I are sitting next to each other there -- that 1 o'clock show we just like coming tethers on your make -- well I mean it just.
I would -- daughter Andrea.
Coming up to -- -- you say you spent a lot of time demons are ready rights as a huge amount of wasted negotiating issues in my gain right compensations I find other ways to find out.
A lot of patients -- anyways and you know she's making more than you and your -- disgruntled about that there's no vehicle to resolve it right when transparent.
Environment you can say you know she's not making -- -- that I am what's going on here what -- doing -- doing better.
The company can do that issue -- -- so we can sort of solve that in advance of the explosion.
So -- you have that conversation somebody comes and goes hey.
So and so it urging just OK everybody this -- see that's what I suspect you just pay everyone has seen -- -- Now we have people in the same class of skills engineers designers analysts -- making different sellers paying on their competency with at a the company to experience everything.
And they see the other person's salary and because they see it.
It's easy to understand what is the vector that got them there what are they doing better -- easier path we have from -- to anyone -- -- it's clear there's no doubt about it is now.
Did he negotiate better is just really good at kissing ass in the back in the -- because you don't there's no person to munitions.
Thank -- -- is it confirmed I mean you look at -- like ha.
Yeah I mean it seems like it would just confirm.
The what you're thinking now I white isn't validity if you -- to lift.
That's hit a you know -- it has confiscation -- -- to pick that up then you see all the stuff and not be really horrible.
If you build it up from the start then people can have all those debates you can say why are you making more than me they have a with a management commander thinks things happening.
And -- -- set when it in the suspicion that it's happening.
Work somebody prints out and music you know sitting on the office of -- -- having known as people are making but -- -- mention it because they don't officially know.
Walk around in the upset about it can do it.
OK so we and we started asking on Twitter and FaceBook yesterday and none of the responses when your direction we should -- got your people to log on it.
They set out you know they did this is pretty typical of what people suspects you can tell them -- -- wrong.
I'm -- said the there is no upside if I get -- less than expected I wonder what's wrong with me if I get paid more then there is resentment.
But -- so.
It's -- -- new concept we're experimenting with who has written and -- but I think that.
We don't financing reaction there is a lot of benefit there's a lot of benefits not having to worry even treated poorly conceived -- -- -- as a benefit to have information and you can negotiate with the management.
You know why -- paying the guys wearing girls right there's this clear issue I want justice compositions as makes sense to have a material and that openness that you can -- -- that that help you get a better price -- don't have to do necessarily with the performance like for example you for how many music.
I've got an offer from company across the street -- more industrious I went on shot myself around to see you need to beat that price -- duet but then the other guy who maybe is the same scale you have to raise his pay to.
You know as a CEO I make a mistake all the time where you say I need this person right now and -- -- for -- he's got to look at business he's I got a sales he got to contact I want.
That's actually unhealthy for the organization is now -- -- -- little -- good time bomb in your closet the skeletons of anyone finds out that I paid him twice as much -- -- You end up.
New navigating on the organization's -- -- -- stating I can't do that is that it would have to do it for everybody else -- I personally I get better vetted so I go to the team and say you know what we really need this person we need this this higher.
Access person to do something if they agreed I mean a better choice that they don't agree the management should -- -- in the first place.
It better regulates those kind of -- tonight.
Really interesting now I love it and we you know we'll have to be back in like a year or some magazine how it's going to -- even to -- -- -- -- -- of our consumer.
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