Yesterday, we looked at a way to value AP as an employee. As we passed today’s deadline with no new contract, a few more things were being tossed around that are either irrelevant, important, silly or sensible in the debate over the right thing to do.
In support of a ginormous payout…
He’s a once in a lifetime player, so you can’t compare his contract to anyone else.
He’ll bring in more in revenue than he’s being paid, especially when he makes a run at the home run record.
He’s special because, despite of everything swirling around him, he’s never been suspected of using PEDs.
He’s the best in the game. He should be paid that way.
He’s durable. You can count on him to play 150+ games every year.
It’s not my money.
In favor of fiscal restraint…
Texas gave Alex Rodriguez a giant contract and went bankrupt.
You can’t allow your team to be held hostage by a player.
How much money does one person really need?
At the end of the day…
There is an art and a skill to salary negotiations, whether you are AP or a freshly minted civil engineer. If you are an HR professional, you should know how to properly evaluate the skills and potential value of a candidate or employee and compensate them in a way that is fair to them and your organization.
If you are the candidate or the employee, and you think that your compensation is below where it should be, take a look back at the factors listed yesterday, and think about what you bring to the table to generate revenue. It’s not about what other people might get. It’s about what you add to the organization. Learn to quantify your contributions, and you’ll increase your leverage with your current (or future) employer.