The boss would rather recruit new people with high salary than raise the salary of capable old employees.

One of the reasons is that new employees are generally new blood, their wages are generally not higher than those of old employees, and some old employees will become old-fashioned and lazy after a long time of employment, so they also need new employees to drive them.

In fact, the boss of the company doesn't want to do this either, but the talent market is changing and the cost of recruiting people is rising year by year. Last year, 3,000 people were recruited, and this year, no one submitted a resume to 4,000. In order to recruit people, the company has to offer higher salaries. In addition, some old employees also have their own problems. They have become old hands in the company and are not active in their work. They rely on cleverness to cope with their superiors' work, while newcomers originally jumped ship for development.

They are full of energy and can overfulfil their tasks and promote the next wave of development of the company. Of course, the boss values them more. Moreover, such a decision is also related to the development of the company. In the past, the company was small, and the requirements for employees recruited were not high, so the salary was low. Now that the company is bigger, it needs to retain talents with high salaries, so it is more generous to newcomers. The salary increase of general employees in fixed positions cannot exceed 20% of the starting salary, which is also a "hidden rule" to limit the salary of old employees.

Most old employees may have a certain sense of fatigue, innovation, thinking and enthusiasm when they work at a certain time. When these abilities that the boss wants can't be responded by the old employees, he may get a new person with these abilities at a high salary. Even if there are people with these abilities among the old employees, it is because some inertia of the old employees is not shown or unwilling to show it, so the boss has to look for new people.