The DL on TA.

Human Resources more often than not has reflected an ideology that employees are liabilities instead of assets. From the way the subject is typically taught, implemented, and understood, HR is handled with the assumption that employees' intentions are bad rather than good. It may sound trivial, but this one shift in perception can have a huge impact on a company's culture all the way through its bottomline. Guidelines vs Policies Most HR policies are done reactively, either due to something that happened at the company directly or as an attempt to learn from other companies' mistakes. Regardless, these policies are in place to protect the company and not its employees. EEOC regulations and employment laws are there to protect employees, but by the time those come into play, it's usually too late for the company to fix the problem without penalty. The conundrum ends up cycling with the company trying to cover its tracks and employees filing claims after leaving in...

For anyone who's ever interviewed for a new job, the experience is typically less than pleasant. Throughout the process, there is usually a significant amount of stress, anxiety, and preparation involved. This ultimately leads to the traditionally awkward moment of negotiating the salary. At this point, I would venture to bet most people feel drained and hope to never go through the experience again (at least not for a few years). The reality at this point is that many people change jobs every 6-18 months. One major reason, especially within tech, is that we're working within such a competitive landscape that if our current company doesn't value us, we can easily find another that will.  Salaries should be based on impact, not years of experience. Years of experience is a starting point, but when it comes to compensation, the impact an employee makes far outweighs the number of years they've been working in their field. Assessing someone's value in terms of yea...