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You are right about that "easy" choice, Chuck. Blaming pay converts the problem from a management issue that requires work to fix into a cost expense item, instead. Writing a check is easier than diagnosing and correcting a failed system.

As said before http://www.compensationcafe.com/2010/08/first-you-eliminate-pay-as-the-solution.html, it is ironic that you need compensation experts to prove pay is NOT the solution before most managers are willing to tackle the real causes.

Whoops... sorry... that link should not contain a comma but should be http://www.compensationcafe.com/2010/08/first-you-eliminate-pay-as-the-solution.html.

Yes, too often I think this devolves into a "can't see the forest for the trees" syndrome. I've lost track of how many times someone articulated a problem as "pay", and the problem really turned out to be: crappy supervisor, lumpy desk chair, mean co-workers, constantly blowing A/C vents, etc. - or a combination of one or all of the above (well, hopefully not ALL of the above).

Implementing the wrong solution (pay) will only marginally "shift" the disaffected employee to now being the modestly better paid, disaffected employee. Awesome.

All true and all fair.

But in my experience, nobody EVER changed jobs for less money.I think of it as the risk premium one requires for the leap from DsubK to DsubDK. Shazbut! Now that I think about it, there's probably a PhD dissertation tucked away in there....

You (collectively) may have other experiences, about which I'd love to hear.

Well, Tony, I have seen people change jobs for less cash, especially when other total reward elements like boss or career prospects were terrible and the "less money" was still quite substantial. But Chuck never implied that his "pebble" issues were created by low pay. Yes, almost everyone can find someone willing to out-pay their last employer, but they don't start seeking that better job only because of pay... that's just the politically correct and professionally sensible perfect excuse (http://www.compensationcafe.com/2015/03/money-is-the-best-excuse-for-quitting.html).

His key point is that more pay is not a universal solution to management problems.

Yikes! Only just seeing some of this final feedback for the first time. Figured at a minimum, I needed to cite at least one instance for Tony, so that he can forever in the future, say he knows of a situation where someone changed jobs for less money.

This is a little awkward, since the example I was going to cite, is me. When I joined by current employer, back in early 2002, I was motivated by the events of 9/11 and for the opportunity to "give back". Consequently, when I joined the federal workforce, I did take a small cut in pay (<10%). Now I was highly motivated back then (and now), and I quickly replaced that small reduction, and have advanced quickly over the last ten years.

Think this underscores that for the highly-motivated (or the highly-hopeless), a reduction in pay associated with a change in jobs is not completely outside the realm of the possible.

And at least now, Tony can cite one example.

I have also heard of instances of accepting a lower total compensation package for the challenge of a new position.

Again living in my perfect world, at a certain point money plateaus as a motivator and the opportunity and challenges to do something new or different actually is the motivator.

That being said, I wholeheartedly agree with Chuck's assessment. We just had a case of providing a promotion and increase to a manager this year in recognition of added responsibilities and within 6 months she was gone to a new job. Sometimes it's just time for an employee to move on. At best you can make that happen within your organization so there isn't a complete knowledge drain. At worst, they leave and you create an opportunity for someone else....possibly at a lower pay rate which in turn opens up other opportunities...

To every season, turn, turn, turn,
there is a time to pay and a time to stay.

It's autumn, I am enchanted by the changing leaves...stop and do some leaf peeping today!

Actually I am also of the view that good hard cash is actually the biggest motivation. But I totally agree with your views. There are some problems that you can’t sort out simply by paying more. For example, no amount of commissions or bonuses can justify impossible targets or nonstop pushing.
On a side note, in the picture, it’s more of a rock than pebble in the shoe, maybe one of those problems that you can’t flick away and they keep bogging you down.

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