An extreme example - there is a reason a SEAL team is called a team.
This is the problem with wage discussions. People equate a measurable commodity like gasoline to the number of hours worked at a specific job.
Sometimes this is a sufficient analogue, but often times reward mechanisms are more complex than that. There is a good reason rewards mechanisms in jobs are a lively field of academic study. People just forget this does not only apply to top managers.
I appreciate there is a bit of a difference with a team of people. But generally how else are you going to gauge the compensation of any individual reliably other than market rate?
This approach has shown to substantially improve my quality of life.
If you were a business owner, what would be the correct referral market rate if the people whose compensation you are gauging is a tight knit team with years of experience on your specific business and customer needs?
