Earlier the boss was someone, to be seen from afar and all communications with him was only during official occasions. Moreover, he was always to be addressed as "Sir" or similar officious salutation.
However, all that is history. Nowadays workers call their bosses by their first names are not stuffed shirts, wearing casual clothes to work and maybe even work flexible timings.
So many things have undergone a change, yet one thing has remained constant, a convention that has stood the test of time. It is just not right to ask how much your colleague or co-worker is making? Neither is it right for them to ask you this question.
It is a touchy question and can cause feelings of inequity amongst employees and people will start identifying you, not for who you are, but how much money you are making
1) The Downside Of Revealing Your Salary
You start associating your identity with your income. If you are on the high income side, you may be perceived as someone who is haughty and immodest. People will touch you for financial help and expect you to pick the dinner tab.
2) Same Job, But Salaries Can Differ
The main reason why you should not disclose your salary is that even though we may be doing the same jobs, the remuneration may not be the same. Our levels of experience, our skills set us apart. Time spent with the company, working hours, performance, specialties, location, additional training, and special qualifications -- there are so many reasons why people in the same job could have different salaries.
3) Is Transparency Better?
However, there are many who believe otherwise. They say that there is a case for transparency. Salaries and benefits for each worker should be openly available to other workers; this will eliminate gossip and exaggerated claims of salary received. Moreover, it will make the others competitive and there will be no place for bitterness or rancor. Along with knowing how much salary each earns, it is also important to let them know why the high-earners are getting more than them. It will send a message that the company rewards value and they will strive harder to achieve it.
4) Estimate Your True Worth
However, this does not mean you quietly accept what you are getting. You may actually not be being paid what you are worth and a more aggressive employer gets more than you, because of his attitude. But you must know your true worth - not a penny more, not a penny less.
Research your market value, talk to your colleagues, access career sites, talk to professional organizations and know what you are really worth.
I have known of a grumbling employee, who after a self-assessment realized that he was actually getting more than he deserved. However, if you feel you are being shortchanged, discuss it with your seniors, but never talk about it to others.
5) Long-term Employees Merit More
Salary discrepancies are often seen with longtime employees, who have attained a higher range owing to the years of service they have put in. What workers forget when they compare themselves to them, is that these are workers who have often started at very low pay scales and have worked their northwards.
6) What Managers Should Keep In Mind
Whether a raise is warranted or not, managers should keep two things in their mind: One that their workers know why they are being paid the amount that they are being paid and secondly what the market rate for such workers is.
