Different people have different priorities and bring different things to the team.
Someone who does not want to be promoted, and is happy with average rewards will put in different efforts than someone who puts in a lot more and wants to rise up the ranks quickly. Differences in effort and outcome need to be differently rewarded. Not everyone wants to rise up an infinite corporate ladder.
Someone who knows the product inside out and has a great rapport with the team, is worth keeping around. Just don't reward them disproportionally for their contributions.
Somehow, Tech people find a way to be the most stressed out people on a job, while simultaneously working on the least significant part of human lives. No one cares if social media, ads or TV streaming have an incident that last a few extra hours. No one cares if your feature that makes streaming/ads/social-media 5% better releases 2 weeks late.
Legally, your colleague does not have a direct relationship with you. Both you and your colleague have a relationship with the company through your manager, and that's it. If your colleague has a hand-shake agreement for working 30 hours a week for average returns, and you have negotiated a promotion in return for a feature.......then the colleague does not owe you extra work so you get promoted. If your career progression needs others to work more than they've signed up for, then that's the fault of your manager for misallocating funding.
It's at will employment. If your the company doesn't like them, they fire them. The American employment agreement is deeply transactional. You owe only as much to your company as won't get you fired.
Someone who does not want to be promoted, and is happy with average rewards will put in different efforts than someone who puts in a lot more and wants to rise up the ranks quickly. Differences in effort and outcome need to be differently rewarded. Not everyone wants to rise up an infinite corporate ladder.
Someone who knows the product inside out and has a great rapport with the team, is worth keeping around. Just don't reward them disproportionally for their contributions.
Somehow, Tech people find a way to be the most stressed out people on a job, while simultaneously working on the least significant part of human lives. No one cares if social media, ads or TV streaming have an incident that last a few extra hours. No one cares if your feature that makes streaming/ads/social-media 5% better releases 2 weeks late.
Legally, your colleague does not have a direct relationship with you. Both you and your colleague have a relationship with the company through your manager, and that's it. If your colleague has a hand-shake agreement for working 30 hours a week for average returns, and you have negotiated a promotion in return for a feature.......then the colleague does not owe you extra work so you get promoted. If your career progression needs others to work more than they've signed up for, then that's the fault of your manager for misallocating funding.
It's at will employment. If your the company doesn't like them, they fire them. The American employment agreement is deeply transactional. You owe only as much to your company as won't get you fired.