Is There a System to Make All Stars?

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Once you become a bigger company, there can be a lack of accountability in this area. I think that anyone in the exact same role, even if they are higher performing, shouldn't really be paid 20 to 30 % more or less than the other person in that role. How do you develop a system that does that effectively? Are you just letting people hire these all stars however they want, or do you have special titles and rolls for these people? I don't know. It's really tricky.

With the exception of a few companies like Buffer and GitLab, 99.99%+ of companies opt to keep their salaries closed. This closed nature creates information asymmetry and at times, inequity in the workplace.

Lack of transparency gives companies a hall pass to not develop a robust compensation system, but at the same time, sharing salaries openly isn't without its pitfalls, including privacy and the tendency for people to over-compare themselves to others.

In this episode, Steph and Cal debate whether companies should share their pay methodology or even fully open up their book. They share a range of studies, including results from Norway, a country that has shared their tax returns publicly since 1863.

If you've felt the information asymmetry in the workforce or are considering how you can get more out of your career, this episode is for you.

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