Let’s say you’ve got an employee who you find out is spending a lot of their time learning something outside of their job duties, let’s say, data science or something that can potentially double or triple their salary if they could land a job. Their current job of doing rate filings just isn’t cutting it. What do you, as a manager, do?
I think you should transfer them to doing DS work and then double or triple their salary. Yet, I don’t see this being done very often. It’s more likely that the employee finds no opportunities internally that match what they can command and then they leave, and the company loses talent.
What’s the appropriate solution? I ask this because this has happened to me before as an employee, where I looked up what skills were commanding high salaries and started learning them. When management caught on to what I was doing, they told me to stop doing that and focus on Excel because that’s what the rest of the department was doing. They kind of just saw it as a lack of commitment and teamwork on my part. I didn’t think that was in my best interest, so I ignored them, kept learning what I wanted to learn and then left for double.
Of course, maybe if they let me work on something that was in my domain and paid me not double, but even 50% more, I would have stayed.