The consequences of refusing a reasonable salary request from a good employee

Some business leaders embrace the attitude that anyone can substitute, that they can simply hire people who are more capable or more prestigious, and that they are fooling themselves.

One of the most important lessons I've learned over the years as a CEO is that good people are irreplaceable. It's not the technology or the product that makes the great company, it's the talent that makes the great company. Companies that think their best employees are "replaceable" are wrong. Excellent employees are irreplaceable. I would like to clarify the meaning of "irreplaceable". Can a company hire people to fill jobs and replace others? Of course they can. In today's marketplace, job seekers who are eager and willing to do a job abound. But alternates do not replace the role of good employees. The reason is simple, the company just arranged for a new candidate.

Some corporate leaders are fooling themselves by embracing the attitude that anyone can substitute, and that they can simply hire people who are more capable or more prestigious. If a company has really good employees, then the value of this employee can not be replaced. They have a deep and systematic understanding of the organization. They have a wide range of product, system and process knowledge. They have mastered the customer relationships that have been established over the years. They have a lot of experience with the good work and failure lessons of the past. and excellent employees and their colleagues have a deep friendship and influence, if the loss of these employees, will have an impact on the corporate culture.

If a company loses a good employee, it gives other employees a reason to stop and think, "Why did the person leave the organization and why did the organization let them leave?" What worries me about this company? Maybe I should go to other areas to find my own development. "Not only do other employees have questions, but customers often question that." If the customer's highly trusted employee leaves, these customers will ask themselves the same question, like other employees, "what is the problem that I don't know about the enterprise?" What causes the employee to leave? Should we look for new suppliers? " The loss of a good employee, will bring a huge chain reaction, its consequences immeasurable.

The company needs to be thoughtful and make a decision on how to pay the employees. Rejecting a reasonable salary increase request from a good employee in a company can make costly mistakes. If you take into account the starting salary requirements for new recruits, interviewing and hiring job seekers to replace good employees will inevitably make the company pay more money, which does not include training job seekers to fully qualify for the time and money costs of their work, and the opportunity cost of having a full understanding of the business gap.

It is obvious that there will always be some big things that make good employees leave a company, which cannot be stopped. But companies can choose to retain good employees, and they should do their best to do so. Those who want to retain outstanding talent need to thank these employees, pay them high salaries, give them the respect they deserve. In the end, not a good product, service, or technology is a success for a company-it's the good people who make the great company. Thanks to the men and women who dedicate their time and talent to your company every day, it is they who make your company a success and these are irreplaceable people.

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