Holy shit any company I’ve worked at has been political enough. This would be absurdly detrimental to mental health…

While in concept I agree. I would rather see a wage tier approach where the lowest paid employee can never be less than say 10% of the CEO (total compensation) then managesr say 40% (managers make no more that 2.5x the lowest) and executives 25%. Something like that.

I would love that ensrined in law. Maybe not those numbers but fuck it, make it a party platform and set it at the government level. And don’t give the CEO’s some kind of consulting loophole.

I say this as someone that makes a well above average wage.

I agree that this a colossally stupid idea.

However, it has the virtue of not being every other word I read online. For the novelty of it, I thank you.

You should look into how co-ops function, since those are basically democratic.

You might want to edit the title to include the actual question.

but as for the question itself… Ahm. just on a pragmatic side… “the rest of the company…” might be something that could be reasonably done on a small company (less than a 250 people. Probably less than 50 people, actually,) but in any large company, you may as well send out a poll asking what kind of soup they prefer- Chicken or Pea Soup- and which ever manager backing the losing soup gets the axe.

The only people who might be aware of how hard any given person works are going to be the team members alongside them and the direct reports above and below them.

And to be perfectly blunt, working hard doesn’t necessarily translate to work getting done. if the manager is just spinning their wheels and not getting the core stuff done, it’s a problem. If the manager is spending too much time on things that simply don’t matter… it’s a problem.

Ultimately, even if you can have a reasonable belief that every one knows what every one else does and doesn’t do (that sounds like hell, actually.) it turns into a popularity contest and the manager whose actually keeping things running might not get recognized by it, where the manager throwing parties and blowing cash does. One might say I’m being a stick in the mud, but the reality is, if the managers stop facilitating the work their people do… then the company fails. No parties. no jobs. no company.

Most people just aren’t equipped to decide how much someone else should earn. Firstly they might be unable to be objective about people they know. Secondly they don’t have the appropriate skills and experience to evaluate someone’s performance.

Due to the first issue, that would make the whole thing a popularity contest. You’d pretty much have to “campaign” to ensure everyone liked you. Who cares about productivity when all that really matters is that everyone likes you.

Instead of voting for someone’s salary, key personnel are evaluated by asking stakeholders to score them on whatever metrics. Stakeholders should include staff and clients and suppliers, et cetera.

Based on their performance you can determine an appropriate bonus.

If you want a more egalitarian workplace I’m afraid the only solution is to remove the capitalists siphoning off the surplus value created by the labor of the workers. Co-ops are one way to do this on the small scale, but especially in the US they will have a hard time competing with giant corporations which is why they aren’t common anymore: they’ve largely been driven out of most markets by much larger entities.

I get paid for my skill and ability to do the job. Not based on what other random people think