Was going through Salary breakdown for Product Managers at various YoE of multiple companies at Grapevine’s own salary database, and also at 6figr. And OMFG the disparity between compensation for same band varies so much, even if the YoE for 2 employees are same. I also saw multiple instances where a person with lower YoE was commanding a significantly higher salary for someone in the same role and band with higher YoE.
I can’t understand, but why is this the case?? Even the govt has defined pay structure and compensation basis YoE for their employees. Then why can’t the same be followed here in private companies in India. One might argue that YoE might not be the best way to get parity, but how come there is so much gap between wades of 2 PMs in the same company.
Two people with the same years of experience are NOT THE SAME. More DOES NOT equal better.
Pay disparity exists because productivity and output disparity exists.
A person with smaller yoe, if a Killer at work and is in the approach organization/domain for it, absolutely deserves alot more money than a monkey brain with higher years of experience.
There's a guy in my team who is 9 years younger to me in age and has 6 years lesser experience than me. Yet he is about to get promoted to same designation as mine. . I myself wrote his promo doc and strongly advocated for it. . Why? Because he deserves it. He is equally capable as me (perhaps likely more as you would guess) and therefore he must have same designation. . He'll likely overtake me in future to climb up the ladder and I'd wholeheartedly support that too. . Now I understand there may be cases where an equal or less skilled person gets higher pay or designation by virtue of their past accolades (college, reputed employers), but then also what's the point of cribbing? If you feel you're adequately paid and recognised, then marvel at other person's luck or persona that makes him stand out. If not then make an effort to reach that level of adequacy and contentment. . Having YoE as the sole (or even a factor of) criterion for compensation or designation is govt job mentality where there's little or no value of merit. And hence the chill attitude, low productivity of many (not all) govt employees. . With me I've never felt under-compensated, despite knowing that others around me might be earning more. That feeling is quite liberating.
Two options:
1.Keep cribbing on anonymous platform about the uncontrollable elements.
2. Upskill, take risk , try out different things/domain and join the brigade
Give the example about the parity you are talking about.
I want to understand if you are also satisfied with your compensation?
2.4 lakhs/month. Not a developer. Not in Tier 1 city. Not in FAANG or whatever it’s called now. No lo...
YOE | Fixed + variable + esops | Total 0-3 yoe: 21+ 2.4+ 10 = 33.4 3-6 yoe: 36.7+ 5+ 20 = 61.75 6-9 yoe: 51+ 7 + 28 = 86 9+. yoe: 60+ 10+ 40 = 111
I have around 2.4 years of experience in product management. I make 17 lpa excluding esops. Am I underpaid?
