Originally Posted by
scambo1
Slow;
I wasn't proposing a foodfight, just being honest. If you would like to be on the other side of the table from me during this discussion, that is your choice.
As an employer, I have a standard starting payrate. If I have an exceptionally good (productive) employee, he/she gets raises ahead of peers. If I have a lousy one, they get the door. It is a little different than the seniority system.
Bottom line, I have never had an employee bail me out. If I did, I would be beholden to him or her.
No foodfight intended. I'm not on the other side of the table. I thought we were sitting at the table together discussing ideas.
I think we have to find a way to mitigate risk. Having costs way above your peers in a business that returns less than 10% margin per year in its best years is a recipe for disaster (like we've just experienced). We need to reap a disproportionate share of the cash flow we generate, especially on the upside. We need to have a sustainable wage structure for the downtimes, and not (as you highlighted in your own business) transfer all the risk to our junior employees.
I think we need to find a different way to get paid, one that pays more consistently to protect both the employee and the employer.
Oh, would you call it an employee bailout if you returned your employee compensation to industry average from a position that was substantially above that? You're confusing me with your management/owner to labor transitions.
