Thread regarding Medtronic Inc. layoffs

I didn’t find out how much I was being underpaid until I started applying to jobs outside of the company. For a similar role, competitors are offering at least 15-30% more than what I’m earning right now. Since I’ve already hit my three years, what is the purpose of staying with the same company just so I can overwork myself and be disappointed with an annual 2% raise? Leaving is hard but if I am going to be miserable with work, then I should at least get the highest comp for it. TLDR apply to new jobs/do something for yourself or stop complaining

I already know I’m underpaid. Whatever. I never work late and the job is mostly stress free.

I'm in software engineering, and I'm going to leave this year. I don't understand why anyone would stay here longer than two years. Most jobs I'm seeing in the market right now pay 20% more than what I make here.

The lack of promotions is the number 1 complaint I have been hearing from lifers. I don’t understand why they stay here so long when they are frustrated with their small merit increases and minimal promotions. I’m on my way out and accepted a role with another large established company. I’ll be an individual contributor but am being given sign-on equity, annual equity, 20% bonus and more PTO and paid holidays. I don’t think MDT gives equity until you’re a Director. At the speed MDT promotes, that’ll take decades to achieve here. They need to step up their compensation and promotion plans if they want to retain talent.

you will only get a raise to where you deserve to be if you have a credible offer on the table that you can take to leave the company. Some job families have a lot of inflation given competiton from other industries and there HR/Finance will demand managers ensure equitable pay for the team, but also only give them a 3% annual merit pool to work with, and then just tell them to "work it". Its a no-win.

Huh? What HR? There is a website where I log a ticket for a nameless, faceless person to respond to a question. Don't get me started on the extensive talent acquisition teams. They should always be the first to go in layoffs.