I think if your Job Description changes and you have to manage more individuals the complexity of your job also increases. You should indeed get some sort of increase in $$$ or promotion, ideally both.
You may have to work a few months in your new role before your boss will consider a pay increase. While you wait, collect the facts and figures that show how your new role benefits the company. Decide the maximum and minimum you'll accept, then ask for a meeting.
There are a finite # of RSUs which management can distribute to high performers or valuable team members vested over a period of employment time. Here’s why I feel like job security is oddly related, why would the organization want you tied to them for that vesting period if they did not value you or your efforts or want you there for that period?
Vesting period is meaningless, you get them as a part of a salary package. If I get shares vesting over 4 years then it just means that they are a part of my salary. If I leave after a year I didn't lose 3 years of shares, in the same way as I didn't lose 3 years of salary.
The only time shares are different is stock growth, and since stock on average grows the shares will on average be worth more in year 4 than year 1. And in some rare cases with huge stock growth you can see extremely large compensations as a result, but otherwise they are just like normal salary.
Alternatively, RSUs are a way of giving you what feels a little like money now, but if they change their mind later they don't have to pay you. Why would they pay you at all if they did not value you? RSUs are worth less than equivalent cash, getting RSUs should signal less commitment than a cash bonus.
To answer the original question, no, not worth loyalty, but no money is. You can think of them as a slightly complicated raise. That being said, over the past 10 years, RSUs have been very good for a lot of tech workers. They may or may not continue to be good.
It is true that if employers are offering RSUs selectively, the assumption would be that they would offer them to people they wanted to incentivize not to leave the company until after the vesting period at the earliest. However, it offers no guarantee at all that the company would continue to desire the employee's loyalty or that the loyalty goes in the other direction in the first place, since as mentioned the company loses nothing but the employee if the employee is fired or leaves before the vesting period completes.
I believe RSUs give your employer some friendly tax consequences. Aren’t they allowed to be written off?
IMO people allocating RSUs are no safer than an engineer. They can easily get replaced. As a matter of fact, leadership can change directions at any time and now put you in a position where you’re miserable every day.
I see the two have perhaps some correlation but because you’ve been given a decent grant doesn’t guarantee job security. Too many other factors involved.
You've completely misunderstood vesting. It's not to keep you there for extra time. You can consider your base salary in terms of dollars per day, week, pay period, month, quarter, year, or FOUR YEARS. Any time span you like. Your RSU grant is simply scaled to four years instead of 1 year, or 1 month for that matter.
The point of the RSUs vesting, instead of just being granted all at once, is that you are incentivized to put in a real effort. If your efforts help result in the company doing well, you get to share in the profit -- your $1 award today becomes $5 by the time it vests. The value of your RSU increased in direct correlation to the value that YOU ADD to the company. It gives you skin in the game and keeps people working hard.
In fact, management is not incentivized to be stingy with some small "finite" number of RSUs. They are incentivized to hand them out liberally, giving everyone lots of reasons ($$$) to work hard hard hard.
ABOUT ME: I have experience being an integral part of many successful start-up and enterprise teams. I have 5+ apps in the iOS App Store and am currently CTO over 3 start-ups.
It's difficult to configure chrome remote desktop for persistent sharing and autostarting, at least in linux. THen it times out every few minutes asking the local user to continue approving access. It doesn't seem to compete with teamviewer by design.
I have no clue how to send an email via HN. It doesn't seem to list it in your profile.
Thank you for your kindness. Hopefully anilkg's offer still stands.
Though in the future I'm very interesting in getting my hands on as many old/broken/unused computers as possible so I can refurb them and give them to those in need.
If your organization needs someone that closes all the issues so fast you can't believe it, writes clean code, writes the documentation, and then refactors some ugly piece of code on the other end of your app/site into something beautiful, I think we may be a good fit. I can code review, write tests, find ways to make your site/stack/app/build process better, faster, cheaper, safer. If I don't know it I can definitely learn it. I have worked in a remote lead role for large enterprises and even been a part of the full stack development of solutions.
You may have to work a few months in your new role before your boss will consider a pay increase. While you wait, collect the facts and figures that show how your new role benefits the company. Decide the maximum and minimum you'll accept, then ask for a meeting.