Zarobki IT: ludzie chcą jawności
Firmy, które ujawniają wynagrodzenia, łatwiej pozyskają fachowców – twierdzi ekspert. To nie zawsze się sprawdza – ostrzegają menedżerowie.

Aż 98 proc. przedstawicieli branży IT chce otrzymywać informację o oferowanym wynagrodzeniu już w momencie czytania opisu stanowiska. Dla 78 proc. te dane są ważne, a 63 proc. respondentów pozytywnie ocenia wprowadzenie transparentności płac w firmie, bo ich zdaniem wpłynęłaby pozytywnie na atmosferę w pracy – według badania HRK.
Ale z jawnością jest kiepsko nie tylko w ogłoszeniach – jedynie 15 proc. ankietowanych przyznało, że w ich firmach zarobki są transparentne, a 29 proc. twierdzi, że zna wynagrodzenia koleżanek i kolegów. Pytano głównie programistów, a także testerów, analityków, architektów, menedżerów IT.
Jak pokazuje badanie, coraz częściej pracownicy (najczęściej młodzi) mają potrzebę dzielenia się informacją o swoich zarobkach ze współpracownikami.
Wśród plusów wymieniają motywację do samorozwoju, lepsze określenie swojej rynkowej wartości, ujednolicenie płac w branży czy też pracę w uczciwej firmie. Ci, którzy nie chcą, by im zaglądano do kieszeni, jako powody najczęściej wymieniają: możliwe konflikty między pracownikami, niezdrową konkurencję czy zwykłą zawiść.
– Badanie potwierdza obecny na rynku trend – organizacje, które mogą stworzyć transparentne siatki płac, będą mieć przewagę konkurencyjną w pozyskaniu pracowników. Firmy, które nie mogą sobie pozwolić na takie działanie, prawdopodobnie będą mierzyć się z problemem większej rotacji – twierdzi Katarzyna Cioczek-Dziewulska, Team Leader ICT w HRK.
Nie chcą tracić czasu
Przygniatająca większość – według badania – chce znać płace już w ofertach pracy, bo nie mają zamiaru tracić czasu na rekrutacje, które kończą się propozycjami poniżej ich oczekiwań finansowych.
Tym niemniej nawet znając deklarowane płace mogą się rozczarować.
– Nawet jeśli widełki płacowe są podane w rekrutacji, kandydat może otrzymać niższą ofertę ze względu na niewystarczającą znajomość technologii. Kompetencje miękkie są również ważne przy finalnej wysokości finansowej oferty. Nie zmienia to faktu, że większość badanych uważa, że jawne widełki wynagrodzeń sprawiają wrażenie uczciwości pracodawcy i działają motywująco – komentuje Katarzyna Cioczek-Dziewulska, Team Leader ICT w HRK.
Żądają jawności podwyżek
Aż 78 proc. pytanych oczekuje jawności podwyżek. Z badania wynika, że takie dane są szczególnie ważne dla młodych osób, bo według nich jasne zasady otrzymania podwyżki powodują, że wysiłek i zaangażowanie się opłacają.
Zgodnie z teorią turkusowych organizacji, gdzie decyzyjność przesunięta jest w dużej mierze na pracowników, to zespół powinien decydować o kwotach podwyżek. Część badanych jednak uważa, że mogłoby to powodować spięcia.
Dla niektórych badanych z kolei jawne kwoty podwyżek ograniczałyby roszczeniowość pracowników i szantażowanie pracodawcy odejściem w kluczowej fazie projektu tylko po to, by dostać kolejną podwyżkę.
Pojawiły się też opinie, że jawność płac powinna być obligatoryjna na etapie rekrutacji, ale kwoty podwyżek mogą być utajnione, by nie powodować w zespole konfliktów na tym tle.
Z drugiej strony, część badanych opisała sytuacje, w których znajomość wynagrodzeń poprawiła atmosferę i zintegrowała zespół. Kandydaci podkreślają, że świadomość, jakie podwyżki mogliby uzyskać, pomogłaby im planować podnoszenie kompetencji.
Menedżerowie: nie przesadzajmy z jawnością
Większość osób na kierowniczych stanowiskach w branży IT twierdzi, że wprowadzenie jawności wynagrodzeń jest nierealne w większych organizacjach. Według nich sprawdza się w małych podmiotach i firmach, które dopiero budują zespoły.
Jednak w strukturach, gdzie niektóre osoby pracują przez wiele lat, a nagłe potrzeby projektowe powodują konieczność zatrudniania nowych ludzi pod presją czasu, dysproporcje w zarobkach są na tyle duże, że zniwelowanie ich byłoby po prostu niemożliwe.
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Zarobki IT poszły w górę o ok. 20 proc. r/r
W wynagrodzeniach dla ludzi z branży nie widać kryzysu. Coraz więcej specjalistów może liczyć na 20 tys. zł miesięcznie.
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Zarobki IT: już 31 tys. zł na scali
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Zarobki IT: już 50 tys. zł dla developera
Zaostrza się rywalizacja o doświadczonych specjalistów. Pękła bariera 50 tys. zł brutto na umowę o pracę.