- cross-posted to:
- mildlyinfuriating@lemmy.world
- cross-posted to:
- mildlyinfuriating@lemmy.world
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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!
A ping-pong table
Fucking… what. Lmao.
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
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.”
Management dicked around and ruined my job, is my most common reason for leaving, job security was next, pay and conditions, many companies will pay more to attract new employees than retain existing ones.
I want a ping-pong table in every office!!
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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.
Fucking bullshit. Fuck HR
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
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.
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.
My previous job didn’t have a ping pong table.
Needless to say, I am no longer employed there.
This is so outrageous that it feels like satire.
Please tell me it’s satire.
Think of the last job you quit. Would a 5% raise change anything?
A ping pong table is an asinine thing to give, but the point of “more money doesn’t make you stay” has been proven by many studies.
When you quit a job because it doesn’t pay enough it’s not a matter of a small raise, it’s a normally a big jump in pay. Until you get to substantial raises, like 10-20k a year, you aren’t really worried about the pay as much as your direct supervisor and the work load. A bump from 60k a year to 61k a year won’t make you stay in a job you hate. 60k to 100k might, but that’s not just a raise, that’s a different class of pay.
First, there’s no mention of size of pay adjustment here. Second, sure, your point is valid, but in the context of this post, let’s not be ridiculous. This is a multiple-choice question, so sometimes you need to rank options and choose the best. No same person is more likely to stay at a company because of a ping-pong table in lieu of a better salary. Now if they’d said
An employee appreciation program, which includes such things as free meals and a recreation room with a ping pong table
that would be a different story. But as-is, it’s ridiculous.
