If the option of giving people nontrivial raises is unblocked, you only need to play it once. It is harder to play it this way, of course, but once you have an exception / your boss has more budget / etc., you can hopefully just do normal raise negotiation.
I'm referring specifically to 'redwards510's department, which has a specific budget for raises (and to similar cases). I'm not referring to companies where in general one needs to threaten to quit to get a raise, of which there are a lot more. My guess is that if 'redwards510 threatens to quit, and that goes successfully, that will necessarily involve either raising the annual budget for raises (which, if I'm understanding correctly, is in dollars-per-year, not dollars), or fixing the process.
Definitely true, but in software engineering it's typical to have short stints anyway. If you change companies every few years, why not play this card all the time before jumping ship?
Pretty sure that in the current era there isn't a "S" at yearS for someone decent (and willingful).
Most companies are perfectly fine to hire/poach from elsewhere whereas most companies are sucking at retention (that is, if not actively pushing people away). The combination is an aggressive environment.
