Sergey Syrvachev’s Post

Piper Maddox releases the Battery Storage Salary Survey. This is USA-centric. Some highlights: - This is a man's business. 89.2% of participants are male. Very common in STEM. - This is a white and Asian business. 51.3% are white, 32.0% are asian. - This is a 'skin in a game' business: 49% received equity compensation. 39% get equity, salary and bonuses. - It's a 'grey hair' business: if you are a veteran and electrolyte on the rocks has been your morning drink for the last 20 years the average salary would be $159K ($300K if you can drink straight). Bonuses are doubled. If you are fresh and confusing kW with kWh expect an average of $88K ($140K if you can convert kW to MW). - It's a 'show me state' business: no significant correlation between degree level beyond a Bachelor and increased compensation. - It's a sellers game: the biggest challenge is to find the right candidate due to lack of quality (78% respondents) or skills mismatch (whooping 85%). Link to survey: https://lnkd.in/eD8dAA6G

Clear Communication about Compensation is so Critical. Too much time is wasted because a salary range wasn't posted and the "money" talk didn't happen until after the final interview then everyone finds out that the favorite candidate's comp requirements and the company's planned offer are out of alignment. So back to square one. Companies need to post their pay range and ask candidates up front what are they looking for in an offer (and believe them). We've all seen the LinkedIn posts about companies hoping their super cool culture will make up for a salary offer lower than what the candidate is asking. Candidates also need to be honest about their pay requirements. I've seen many situations where a candidate will say they are open to a lower pay rate in the hopes they do so well in the interview they will get a higher offer. This almost never happens. If you tell a company $85,000 but really need $100,000 you will not be happy with their offer.

What is a smart rent budget to maximize savings with $90k salary increase in HCOL area? #SalaryIncrease #RentBudget #SavingTips Calculating Your New Rent Budget So, you've recently received a salary increase and now you're wondering how much you should spend on rent to continue saving effectively. This is a common dilemma many people face when their financial situation changes, but with some careful planning, you can make sure you're making the right decision. Consider Your Financ... Source: https://lnkd.in/gb-bnQpP #mymetric360

When the Obsession Doesn’t Quite Match the Compensation. 👀 Why is Your Lowest-Paying Client Your Most Demanding? Ever notice how the client who demands the most attention is often the one paying the least? We've all been there—trying to balance the scales between dedication and fair compensation. It’s crucial to recognize the value of our time and ensure that our efforts are matched by appropriate compensation. It’s time to prioritize clients who respect both your expertise and your worth. 🍀 P.S. Value your time like gold—don’t let it slip away for less than it’s worth.

Especially for educators. If you like something someone created, ask before you use it, and make sure you credit them. If you want help creating something new, compensate them. I'm tired of hearing about educators creating content that service agencies then take and go sell without compensating the creator. It's perfectly fine to collaborate to make sure the content is relevant and includes different perspectives, but quit straight up stealing. Educators, make sure you're clear upfront, or follow up if something feels wrong. I've been asked several times to "partner" on a presentation, to then find out my work is being sold or used to fulfill contracts after that presentation without my permission or knowledge.

My latest "The Art of Finding Work" column appears in @Canada "What Determines Your Worth to an Employer? The Job Market, or You?" Finding Balance ⚖: Understanding your worth in the job market. #gethired #employment #worth #compensation #salary #jobsearch

ARE YOU WORTH MORE? Today I want to talk about money. We all need it. We’re all driven by it. But do we really know our worth? Financial concerns crop up a lot as a focus area for many of my clients. They want to be able earn more and have more financial freedom, but often they feel underpaid or that they’re not clearly communicating their value to the people that are paying them. How do we ask for more? How do we prove we’re worth more? ✨ First of all you have to believe you’re worth more and let go of any limiting beliefs that curtail what you deserve ✨ Identify your strengths and start logging your accomplishments so you have these to hand whenever you need ✨ Start building a narrative around your contributions and successes that reaffirms and underlines your value ✨ Avoid the temptation to minimise your contributions and start taking credit for your achievements ✨ Understand how you support your company’s or client’s objectives ✨ Help those around you and be a positive force with every person you encounter ✨ Communicate your achievements consistently ✨ Acknowledge the support you’ve had from others - be fair ✨ Quantify your contribution. Having the above prepared and ready to go next time you are in a salary or project fee negotiation will prove invaluable.

The relationship between 𝐦𝐨𝐧𝐞𝐲💰 and 𝐞𝐧𝐞𝐫𝐠𝐲⚡️. “When a salary is paid, money represents the energy devoted to work, becoming a reserve of energy that the employee can spend in the future to obtain an equivalent amount of energy in value (not necessarily in quantity), often in the form of a good that also required energy to produce. More broadly, a monetary unit corresponds to the "monetisation" of energy (power multiplied by the time it is applied). Money is used to pay a salary in exchange for work (power deployed over a period) or to buy an object, with the object's price reflecting its utility (the energy it will release or save) and the cost of the energy spent to design, produce, and distribute it. For tangible or intangible goods, this can be seen as a 𝐬𝐭𝐨𝐜𝐤 𝐨𝐟 𝐞𝐧𝐞𝐫𝐠𝐲, while for services, it is a 𝐟𝐥𝐨𝐰 𝐨𝐟 𝐞𝐧𝐞𝐫𝐠𝐲, namely the work provided in the execution of the service. Aristotle's definition of money already suggested this distinction between a 𝐬𝐭𝐨𝐫𝐞 𝐨𝐟 𝐯𝐚𝐥𝐮𝐞, representing a 𝐬𝐭𝐨𝐜𝐤 𝐨𝐟 𝐞𝐧𝐞𝐫𝐠𝐲, and a 𝐦𝐞𝐝𝐢𝐮𝐦 𝐨𝐟 𝐞𝐱𝐜𝐡𝐚𝐧𝐠𝐞, representing a 𝐟𝐥𝐨𝐰 𝐨𝐟 𝐞𝐧𝐞𝐫𝐠𝐲. Thus, a monetary system models the 𝐞𝐧𝐞𝐫𝐠𝐲 𝐟𝐥𝐨𝐰𝐬 𝐚𝐧𝐝 𝐫𝐞𝐬𝐞𝐫𝐯𝐞𝐬 exchanged among humans.” Pierre Noizat, “L’énergie, face cachée de la monnaie” https://lnkd.in/dDWAWesF

The principle that you should always put the salary in the job description (which you should, unless you want to end up with a competitive amount of coal in your stocking) is part of a wider principle of easy access to the calculation of affordability. Another facet of this principle is that your clients should always be able to find out your rates (or at least a ballpark range for them) quickly and noncommittally. Just as €1,000-€1,000,000 is not a salary range, any range for your rates should allow your clients to tell how affordable you are for them. There are several ways to do this. If the service or product you provide is the same for everyone, the easiest way is just to put your prices on your website. If your rate depend on things like the volume and complexity of the project (as in translation), just add a contact form where your clients can send you their documents for a no-obligation quote. You can even offer different 'packages' with rates based on the number of services involved. Things like saying 'Call now to find out more!' or giving an extensive description of your services and/or packages that includes the specific benefits of each one but doesn't include the price are the wrong way to go. The clear objective here is to rope someone into a sales call where you can spend half an hour convincing them that what you offer is what they desperately need and only at the very end telling them the price. The whole 'they'll decide they can afford it once they find out how good it is' doctrine is toxic. If they objectively can't afford you, they're going to have to tell you that, and they might feel guilty for doing so. You'll have wasted your time; you'll have wasted their time...nobody wins. Affordability is as objective as it is individual. We all have different levels of resources and different priorities in life. Would I like a five-bedroom house? Yes. Can I afford one? No. End of story.

When it comes to changing your compensation model, you can’t expect your clients to take the initiative; they will simply continue to parrot back what they believe to be the current industry standard (hourly rates). When you do change the conversation, you can expect to be surprised by the response, which is not “You’re out,” but rather “A better compensation model is of interest to us.” https://bit.ly/3UcJ6zi