I’m always surprised at this as well. Keeping your talent should be high priority. If talent leaves, the monetary loss is significant in loss of productivity while training the new person and getting them up to speed.

I left a job in the past because raises and career path were non-existant. They searched for a replacement and finally found one, for 10k more than I was making who took 6 months (paying me hourly consulting rate to get him up to speed). All of that when they could’ve just given me a raise…makes no sense some times.

Yes, I agree. When getting hired, future options aren’t real high on the priority list.

That changes though after you’ve been there quite a while (for me at least).

It’s more about *keeping* good people–not about having a carrot to bring in fresh talent.

- Will I make enough to support my family?
- Will it be fun?

I’ve grown too distrustful of companies to give any credence to things like career paths, pension plans, stock options or basically any benefit that has a “future” aspect to it.