Getting compensation right has been a nagging problem with tech professionals for a very long time. I’ve spent a few columns exploring aspects of why employers will pay their tech workers extra cash for a skill or certification when they’re already paying them a salary and annual bonus.
First, there’s constant market price volatility due to rapid shifts in labor supply and demand and it takes a lot of effort to respond accordingly. Then there are countless variations in the jobs tech pros are asked to perform as the average employer requires more and more hybrid tech-business experience with industry knowledge, specific solution aptitude, soft skills and niche experience with a certain kinds of customers or particular products and services. It’s no longer good enough for workers to demonstrate proven expertise on a single platform: employers reward experience spanning multiple tech platforms, domains, programming languages, tools and systems.