Yet another example of Leftism gone haywire.
All the Left was aflutter when Dan Price, founder and CEO of the Seattle-based credit-card-payment processing firm Gravity Payments announced that he was raising the company’s minimum salary to $70,000 a year.
So everybody got the pay that a seasoned employee got, regardless of education, contribution, and so on.
“Everyone start[ed] screaming and cheering and just going crazy!”
Communism in its purest form. Everybody gets the same, regardless of job function. Nirvana achieved, Utopia realized, right? Not quite.
Human nature kicked in, and in the weeks since the great Utopian experiment, employees have become disgruntled.
The New York Times reported that two of Gravity Payments’ “most valued” members have left the company, “spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises.”
Maisey McMaster — once a big supporter of the plan — is one of the employees that quit. McMaster, 26, joined the company five years ago, eventually working her way up to financial manager. She put in long hours that “left little time for her husband and extended family,” The Times says, but she loved the “special culture” of the place.
But while she was initially on board, helping to calculate whether the company could afford to raise salaries so drastically (the plan is a minimum of $70,000 over the course of three years), McMaster later began to have doubts.
“He gave raises to people who have the least skills and are the least equipped to do the job, and the ones who were taking on the most didn’t get much of a bump,” she told The Times. A fairer plan, she told the paper, would give newer employees smaller increases, along with the chance to earn a more substantial raise with more experience.
Another employee, Gravity’s web developer Grant Moran, 29, had similar concerns. He got a bump from $41,000 to $50,000 in his first raise at the company. His biggest concern was the money would de-incentivize employees to work for their rewards.
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“Now the people who were just clocking in and out were making the same as me,” he told The Times. “It shackles high performers to less motivated team members.”
Moran felt that the salary boost might steal his own incentive to improve himself, that he might become complacent, since he would have no incentive to look elsewhere down the road. He left the company as well.
The grand experiment (in failure) gets better. According to the Times, even employees who are “exhilarated by the raises” have new concerns, worrying that maybe their performances don’t merit the money.
You see, people know what they are worth, regardless of what their salaries are. Do you think as a janitor you should make $70,000? Of course not. So now you FEAR for your job. You are worse than trapped, particularly if you begin to DEPEND on that money.
And the pied piper of crazy minimum wage, Price actually owes his brother money. He’s standing by his lamebrained decision to pay everybody an outrageous amount of money.
If you worked hard to get a degree, work long hours, and a secretary makes the same as you, how long would your “kumbaya” attitude last? Mine? All of a hot second.
Screw Communism, you get paid what you EARN…PERIOD. You get paid your VALUE to the organization, as defined by lots of criteria, and not some Liberal Pollyanna’s idea of what’s fair.
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