don’t be frugal when it comes to paying your team. When you think about compensation, think about how indispensable someone is—or has the potential to become. Many companies wrongly focus on one’s past salaries and assigning people to “salary bands” that allow themselves to be subconsciously biased by age, years of experience, gender, and other characteristics that don’t correlate with indispensability. While these companies may get away with underpaying someone in the short term, great talent tends to recognize their own value over time. When they do, their teams pay the price in either
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