算算你到底应拿多少钱？（为透明薪水制度欢呼）
Do you know the salary of every employee at your company? I think you should.
你知道你们公司每个员工的薪资水平么？我认为你应该知道。
I mean, who is being protected by secret salaries? Certainly not the employee—the more transparent salaries are, the more accurately an employee can assess his or her value to a company.
我的意思是说，薪酬保密到底保护了谁？显然不是员工，因为越是公开透明的薪酬制度才能够更加准确的让员工核定自己对公司的价值。
You’d think that companies benefit from secret salaries and that’s why they keep them secret, but really, if salaries were 100% accurate—perfectly pegged at the employee’s worth to the company—then the company would have no problem revealing all salaries.
你肯定已经想到是公司从薪酬保密制度中获利，这也是为什么他们一直要坚持薪酬保密制度的原因，但事实上，如果薪酬是百分之百的准确——完美的和员工对公司的价值相匹配——那么这个公司却可以公开薪酬制度。
The only people who benefit from secret salaries is the human resources department. If they make an error, they can hide it. No one will know. And then they can make ten errors. Because no one knows if the secret salaries are hiding one error or one hundred.
所以，唯一能够从公司保密薪酬制度中获利的只有人事部门。一旦他们犯了一个错误，他们可以利用保密制度而掩盖。没有人会知道。接下来，他们可能会犯数十个错误。因为，没有人会知道薪酬保密制度下会掩藏着一个还是一百个错误。
So large companies keep salaries under wraps in order to hide all the mistakes, making the cost of transparency high. But today smaller companies often make salaries totally transparent.
所以，大公司总是将薪水重重包裹起来以掩藏他们所犯的错误，使透明化的成本变的更高。
I haven’t done it quite yet with my own company, but I’m going to. I’ve been giving everyone some data just to get them ready for the big picture. Almost everyone is not happy, because even in my little start-up, I’ve made salary errors.
我也没有能够对我的公司完全实施薪水透明化，但是我正在进行中。我过去一直会告诉大家一些信息以便他们为自己更大的远景做准备。大多数人并不开心，因为即使在我的小小开始的时候，我就已经犯下了很多薪资考核的错误。
For example, the person who was underpaid was not so much jubilant about a potential raise, but upset about his current underpayment. The person who’s losing the housing allowance mostly for tax purposes does not seem to mind. The person who is making way more than everyone else minds a lot that I’m planning on revealing everyone’s salaries. But honestly, I think that person will work much harder if everyone knows the truth. And it should be that way.
举例来说，这样一个人他对可能的薪资增长并不是很开心，但却对现有的缴付不足而郁郁不欢。这个人摒弃自己的住房补贴却为了税收目的并不关心。有的人比其他任何人都更在乎我要公开薪水制度。不管怎样，坦诚的说，我认为人们一旦知道真相会更加努力工作。并且这本来就应该这样。
This experience has taught me that you should always try to get to a company that has out-in-the-open salaries, because that means you have more out-in-the-open managers—managers that have so much self-confidence in their ability to value accurately a business contribution that they can set airtight salaries and stand by them.
这个经验告诉我你应该让一个公司保持薪酬公开制，因为这意味着你也有着更多公开的职业经理人，而这些经理们则会对他们的准确核定一个业务贡献价值能力更加自信，以至于他们能够设定一个严密的薪酬制度并且遵守这些制度。
Of course, most companies are not there yet. Especially the larger ones. Fortunately a bunch of companies have arrived with tricked-out tools for figuring out what you should be getting paid. And what your co-workers should earn as well. Here’s a sampling of the top tier of those companies:
当然，大多数公司还没有实现。尤其是那些更大的公司。幸运的是，一些公司已经发现一些有效工具如何考评员工薪酬。以及你的同事该得到多少薪酬。下面是一些有效的工具对于那些公司的顶层人物：
Payscale.com is my favorite. In fact, I like them so much that I was mentioning them in all my speeches and then I asked them to do a sponsorship with me. (And they did.) So, anyway, the reason I like Payscale is that they systematically collect data in very specific categories so you can match your situation—years of experience, geography, education—to get your real value in the market. Bonus: These are the people who bring you statistics on the real cost of corporate meetings.
Salary.com is a good one if you are trying to get a raise. Salary.com is not as thorough as Payscale with its data collection. So employers generally favor Payscale. But Salary.com skews higher than Payscale, so if you have to bring a first number to the negotiating process, use Salary.com. Bonus: These are the people who bring you the statistics on how much a housewife is worth.
But really, if companies are smart, the conversation about salary will go quickly. You tell the company how much you’re worth. You bring very good data to back that up, and the company pays it. Then other factors like company culture become much more important.
That’s where Glassdoor comes in. It’s US magazine for the company you are considering—a little gossipy, with first-hand information about companies from the people who suffer in them. Bonus: Glassdoor is a new company and there are not a lot of competing perspectives on the site yet. So if you drop a bomb about the place you work, it’ll hit hard.
下面的这几段内容，我就不翻译了。其实，翻译这篇文章，主要是因为自己一直也从来没有注意到和思考过这个问题，到底应该是薪酬保密制度还是薪酬公开制度？
自始至终，在我们的印象中，外企都是薪资保密制的。并且，凡是有点和西方社会挂上钩的所谓个人隐私问题，也一直影响着现在中国薪资市场。
众所周知，直接询问对方赚多少钱，在国外是一种非常不礼貌的行为。而在国内，大多数朋友也还是会忍不住问周围身边朋友的薪水，一方面可能由于好奇心，而另一方面，可能是因为自己对自己在公司的这个位置上到底应该拿多少钱，仍有些糊涂。
后来也陆续跟在国内的几个自己开公司的朋友聊天，从他们的观点中，我看到大多数人还是希望薪酬保密的。
之前在我看来，如果是同一个职位，不同的人应该拿到相同的薪资水平。然后后来才意识到：
1. 同一位置的不同时期招收的员工薪酬未必一样。因为这与公司对这个职位的定义和薪酬预算，更与经济环境以及社会上的走势有关。好比，经济危机时的员工薪酬的划定可能就会比繁荣时薪酬的预算要少。
2. 不同的职位工作内容、性质等等不一。但是貌似每个人都觉得自己是世界上最忙的人，如果用这个感觉去衡量，那么每个人都希望自己能拿到比别人高的工资水平。
但是，在国内的环境中，唯一的一个不足点就是：很难做到真正的薪酬保密！
很多人依然习惯性的追问他人的薪水，按照中国的人情逻辑，若是不告知有些不妥，若是告知则又与自身有些矛盾，但是很多人往往选择了告知。那么，消息总归是一传十，十传百，然后就会让公司里员工的薪资水平貌似是保密实则大家心里已经有数，于是就进行着明争暗斗或者勾心斗角。
所以，我不是不赞同薪酬保密，也不是非常赞同薪酬公开，但是若是，国内的公司能够真正做到薪酬保密倒也无妨。只是国内的外企都做的差强人意。所以各有利弊也要适当取舍。
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