You are the CEO of Thinkfast, Inc., a high technology firm in Boston. Your top engineer, Jenny Lee, has just been offered a position with your leading competitor, Worksmart.com in Illinois. Pay will be $300,000 a year, twice the $150,000 a year she makes at Thinkfast. Jenny began her career with your firm and has been a loyal and productive scientist. She is in the final stages of developing a microchip that could provide millions of dollars in new business. No one else on your staff can replace Jenny’s expertise. Jenny wants you to match the $300,000 salary or she leaves for Worksmart. She cannot take the microchip to a competitor, but she can begin something new for Worksmart, while you try to find someone qualified to take over her old project and position. You currently have a policy (set by you) of frozen salaries until Thinkfast shows a profit, something it has yet to do. Thinkfast is a high-tech startup company that you founded. You are the principal owner. The very survival of your company may be at stake. You need to negotiate the best outcome for Thinkfast.
You are the CEO of Thinkfast, Inc., a Boston-based high-tech firm. Jenny Lee, your top engineer, has just accepted a position with your main competitor, Worksmart.com, in Illinois. Her salary will be $300,000 per year, which is more than double her current salary of $150,000 per year at Thinkfast. Jenny started her career with your company and has been a dedicated and productive scientist. She is nearing the end of developing a microchip that could generate millions of dollars in new revenue. Jenny’s expertise cannot be replaced by anyone else on your team. Jenny demands that you match her $300,000 salary or she will leave for Worksmart. She can’t give the microchip to a competitor, but she can start something new for Worksmart while you look for someone else.