{"id":9414,"date":"2019-05-27T18:50:18","date_gmt":"2019-05-27T18:50:18","guid":{"rendered":"https:\/\/www.uruit.com\/blog\/?p=9414"},"modified":"2023-05-31T02:47:01","modified_gmt":"2023-05-31T05:47:01","slug":"self-managed-teams-salary-transparency","status":"publish","type":"post","link":"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/","title":{"rendered":"Empowering Team Members to Control Their Own Compensation"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_17 counter-hierarchy counter-decimal ez-toc-grey\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\">Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" style=\"display: none;\"><i class=\"ez-toc-glyphicon ez-toc-icon-toggle\"><\/i><\/a><\/span><\/div>\n<nav><ul class=\"ez-toc-list ez-toc-list-level-1\"><li class=\"ez-toc-page-1 ez-toc-heading-level-1\"><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#Empowering_Team_to_Control_Their_Compensation\" title=\"Empowering Team to Control Their Compensation\">Empowering Team to Control Their Compensation<\/a><ul class=\"ez-toc-list-level-3\"><li class=\"ez-toc-heading-level-3\"><ul class=\"ez-toc-list-level-3\"><li class=\"ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#The_context_a_self-managed_team\" title=\"The context: a self-managed team\">The context: a self-managed team<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#Transparency\" title=\"Transparency \">Transparency <\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#Reward_System\" title=\"Reward System\">Reward System<\/a><ul class=\"ez-toc-list-level-4\"><li class=\"ez-toc-heading-level-4\"><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#So_after_a_few_more_ideas_we_came_through_with_a_solution_that_everyone_could_agree_on_a_reward_system\" title=\"So, after a few more ideas, we came through with a solution that everyone could agree on: a reward system.\">So, after a few more ideas, we came through with a solution that everyone could agree on: a reward system.<\/a><\/li><\/ul><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#Time_for_review\" title=\"Time for review\">Time for review<\/a><ul class=\"ez-toc-list-level-4\"><li class=\"ez-toc-heading-level-4\"><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#The_table_below_shows_the_actual_result_using_fake_names\" title=\"The table below shows the actual result using fake names:\">The table below shows the actual result using fake names:<\/a><\/li><\/ul><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#Some_thoughts\" title=\"Some thoughts\">Some thoughts<\/a><ul class=\"ez-toc-list-level-4\"><li class=\"ez-toc-heading-level-4\"><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#If_teams_can_decide_about_pretty_much_everything_else_why_couldnt_they_decide_on_each_others_salaries_as_well\" title=\"If teams can decide about pretty much everything else, why couldn\u2019t they decide on each others\u2019 salaries as well?\">If teams can decide about pretty much everything else, why couldn\u2019t they decide on each others\u2019 salaries as well?<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-4\"><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/uruit.com\/blog\/self-managed-teams-salary-transparency\/#What_do_you_think_about_this_experience\" title=\"What do you think about this experience? \">What do you think about this experience? <\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Empowering_Team_to_Control_Their_Compensation\"><\/span>Empowering Team to Control Their Compensation<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p><span style=\"font-weight: 400;\">We consider ourselves <a href=\"https:\/\/uruit.com\/blog\/shaping-agile-mindset\/?utm_source=blog\">an agile company<\/a>, and therefore, every team inside UruIT is self-managed. This applies not only to development teams, but also HR, marketing and finance. <\/span><b>Members of these teams take ownership of how their work is done<\/b><span style=\"font-weight: 400;\"> by planning and managing their day-to-day activities without any micromanagement from above. There\u2019s no boss sitting in an ivory tower, but instead, responsibility is distributed across all members of the team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At UruIT, salaries are reviewed twice a year (in January and June). Like most companies, raises are given based on performance. <\/span><b>But, if there are no \u201cbosses\u201d and everyone shares the responsibility for the teams&#8217; results, who should evaluate employees&#8217; work?<\/b> Wouldn\u2019t it be better if your teammates were the ones who evaluated your work<span style=\"font-weight: 400;\">?<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"The_context_a_self-managed_team\"><\/span><b>The context: a self-managed team<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img loading=\"lazy\" class=\"aligncenter wp-image-9415 size-full\" src=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4.jpg\" alt=\"self-managed team\" width=\"2362\" height=\"2362\" srcset=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4.jpg 1920w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-300x300.jpg 300w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-1024x1024.jpg 1024w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-150x150.jpg 150w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-768x768.jpg 768w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-1536x1536.jpg 1536w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-2048x2048.jpg 2048w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-750x750.jpg 750w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-1140x1140.jpg 1140w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi4-20x20.jpg 20w\" sizes=\"(max-width: 2362px) 100vw, 2362px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Approximately a year and a half ago, <a href=\"https:\/\/www.redtangerine.org\/2018\/02\/27\/the-best-of-uruguay-sun-drenched-beaches-40-days-of-carnival-chivitos-and-uruit\/\" class=\"external\" rel=\"nofollow\">our company decided to try and see whether empowering teams to self-manage their own salaries<\/a> would be a good idea. Of course, this was not something that could be applied overnight. Instead, we had to start small, with maybe one or two teams who were willing to be the guinea pigs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The experiment was very simple: <\/span><b>during each salary review, the team would have a certain amount of money to divide among its members<\/b><span style=\"font-weight: 400;\">. This amount would be decided by management based on multiple factors, such as the period\u2019s revenue. How this distribution would take place was entirely up to the team; management would not weigh in, in anyway, on their decision.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At that time, I belonged to a team of developers including Andr\u00e9s B\u00e1ez, Waldemar Lopez and Gustavo Clemente. We had been working together for almost two years, but had known each other for much longer than that. It was safe to say that we really trusted each other and would be able to discuss without taboo such a sensitive topic as salaries. But most importantly, <\/span><b>we all agreed that our effort would be better evaluated by our peers, after all, it\u2019s they who see us work and progress on a daily basis<\/b><span style=\"font-weight: 400;\">. So, with this in mind, we decided to go through with the trial of this experiment. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this post, I&#8217;d like to share how our experience was when applying this experiment to our team and what we learned from it.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Transparency\"><\/span><b>Transparency <\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img loading=\"lazy\" class=\"aligncenter wp-image-9416 size-full\" src=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3.jpg\" alt=\"self-managed team\" width=\"1419\" height=\"1046\" srcset=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3.jpg 1419w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-300x221.jpg 300w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-1024x755.jpg 1024w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-768x566.jpg 768w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-750x553.jpg 750w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-1140x840.jpg 1140w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/postbarbi3-20x15.jpg 20w\" sizes=\"(max-width: 1419px) 100vw, 1419px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The first thing we did was create transparency by <\/span><b>sharing our salaries with one another<\/b><span style=\"font-weight: 400;\">. We strongly believed that in order to reach fair salaries, we needed to know this information. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">As soon as we did this, we realized that one of us was earning less than the rest, mainly due to differences in our past experience and seniority at the time we all joined UruIT. But, even though our expertise at that moment may have been different, this person had shown great improvement, up to the point where there weren\u2019t any differences in our day-to-day activities.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We knew that if we were going to move forward with the experiment, <\/span><b>equality in salaries was essential as a starting base<\/b><span style=\"font-weight: 400;\">. So, after the first review, most of the pay raise was used to bring our incomes closer together. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Reward_System\"><\/span><b>Reward System<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img loading=\"lazy\" class=\"aligncenter wp-image-9417 size-full\" src=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi.jpg\" alt=\"self-managed team\" width=\"1419\" height=\"1046\" srcset=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi.jpg 1419w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-300x221.jpg 300w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-1024x755.jpg 1024w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-768x566.jpg 768w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-750x553.jpg 750w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-1140x840.jpg 1140w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi-20x15.jpg 20w\" sizes=\"(max-width: 1419px) 100vw, 1419px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Now that we were on a more similar position when it came to salary, it was time to think about <\/span><b>how we would divide the raise during the next review<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">We knew that one of the variables we would consider was each person\u2019s effort throughout those months. Therefore, we needed to come up with a strategy to evaluate and keep track of such a subjective concern. After all, how does one measure other people\u2019s effort?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As we imagined, agreeing on a strategy turned out to be quite difficult. We met several times to discuss different ways in which we could approach this, but never managed to reach a consensus.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The first approach we thought about was to keep track of the number of points each person closed during a sprint. However, we quickly dismissed this idea because we knew this was not a reliable measure of effort. If someone spends a big part of their sprint helping a teammate, he\u2019ll be closing less points on his own. <\/span><b>Helping each other should be encouraged, not punished.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">For another option, we got in touch with a well known Agile coach from outside the company who also had a suggestion. At the end of every sprint, each member would have 100 points to divide among his teammates. For instance, \u201cMel\u201d would give \u201cJohn\u201d <\/span><span style=\"font-weight: 400;\">60 points because of his effort and how effective his work was throughout the sprint, and then 20 points to both \u201cJane\u201d and \u201cRichard.\u201d John, Jane and Richard would then do the same.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We thought that this idea, even though it had its benefits, it encouraged competition. Think about it: each member has only 100 (or X) points to assign. If you want to reward John, you need to punish someone else by reducing their points. We were afraid that in the long term, it might lead to undesired conflicts between us.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"So_after_a_few_more_ideas_we_came_through_with_a_solution_that_everyone_could_agree_on_a_reward_system\"><\/span><span style=\"font-weight: 400;\">So, after a few more ideas, we came through with a solution that everyone could agree on: <\/span><b>a reward system<\/b><span style=\"font-weight: 400;\">.<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Basically, when someone contributed with something valuable to the team, a point was awarded to that person. But how do we agree whether a contribution is valuable enough to deserve a point? Are all contributions worth one point? For instance, spending an entire day helping a fellow dev in need is worth the same as helping troubleshoot an issue which took 5 minutes? <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since this is too subjective, we agreed that no point would be questioned. If someone felt that a point was deserved for whatever reason, this was to be respected. Points were to be added individually and secretly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to keep track of these points, we used a big letter box on our desk. Points eventually turned into post-its where someone would enter their name, its recipient and the reason for the reward. This would <\/span><b>help us know as a team what each member considers valuable<\/b><span style=\"font-weight: 400;\">, so we could align on a direction. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Time_for_review\"><\/span><b>Time for review<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><img loading=\"lazy\" class=\"aligncenter wp-image-9418 size-full\" src=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2.jpg\" alt=\"\" width=\"1419\" height=\"1046\" srcset=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2.jpg 1419w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-300x221.jpg 300w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-1024x755.jpg 1024w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-768x566.jpg 768w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-750x553.jpg 750w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-1140x840.jpg 1140w, https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi2-20x15.jpg 20w\" sizes=\"(max-width: 1419px) 100vw, 1419px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Months went by, we added several post-its<\/span><span style=\"font-weight: 400;\">\u00a0into the box, and the time for review came. We had to decide how we were going to split the raise from the money that was given to us. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Theoretically, the number of post-its would demonstrate the contribution of each member throughout these months. However, we soon realized this system was not going to be a reliable measure of each team member\u2019s effort for different reasons.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For instance, two of our team members worked from home at least once a week. When this happened, the number of notes granted to them was much lower. This happened mainly because it was hard for other members to see their effort throughout the day. The same applied to vacations<\/span><span style=\"font-weight: 400;\">\u2014<\/span><span style=\"font-weight: 400;\">the person that was out of the office clearly did not receive any notes and was punished somewhat for their absence. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">We knew we could not only rely on these numbers. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">We reminded ourselves about each team member\u2019s salary, and after a brief discussion, it was clear that we were not going to reach a consensus on how to divide the income. So, to keep things as transparent as possible, each of us wrote down on a piece of paper how they thought the income should be split by allocating a percentage of the available raise amongst the four of us, which would then be averaged. The decision as to how this would be done was up to each team member and their reasoning would not be questioned.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"The_table_below_shows_the_actual_result_using_fake_names\"><\/span><span style=\"font-weight: 400;\">The table below shows the actual result using fake names:<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><img loading=\"lazy\" class=\"aligncenter wp-image-9426 size-full\" src=\"https:\/\/uruit.com\/blog\/wp-content\/uploads\/2019\/05\/post-barbi3.jpg\" alt=\"\" width=\"3189\" height=\"2362\" \/><\/p>\n<p><span style=\"font-weight: 400;\">For instance, Mel decided that 20% of the raise should be for herself, 40% for John, and the remaining 40% would be split equally among Jane and Richard.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">After revealing these numbers, we had a brief discussion about why each of us decided to split the income in that way. It was clear that each person\u2019s priority was to achieve equality in our salaries. \u00a0Secondly, for those with a similar income, we took into account the number of post-it notes from the experiment. So, <\/span><b>even though the system had its flaws, it still had an impact in our final decision<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Some_thoughts\"><\/span><b>Some thoughts<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">I was recently asked whether I think empowering teams to self-manage their own salaries works or not. To be honest, this is clearly not something that would suit every company. But when it comes to companies with self-managed teams with a high level of decision-making authority, <\/span><b>I do believe this can be a great fit that could benefit both employers and employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For employers, salaries are no longer handled by them, which takes some weight off of their shoulders. Let\u2019s be honest, when the time to evaluate performance and raises comes, it\u2019s likely that some employees will be unhappy with the outcome. Either no raise will be given to them or not enough. Regardless, it\u2019s the company that has to deal with the consequences. From there on, employees may feel undervalued and his\/her commitment to the company may be compromised. With this strategy, it\u2019s up to the team to decide. <\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"If_teams_can_decide_about_pretty_much_everything_else_why_couldnt_they_decide_on_each_others_salaries_as_well\"><\/span>If teams can decide about pretty much everything else, why couldn\u2019t they decide on each others\u2019 salaries as well<span style=\"font-weight: 400;\">?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">For employees, it gives them the ability to decide on their own salaries. <\/span><b>Their raise is no longer determined by someone who may not be capable of evaluating their work<\/b><span style=\"font-weight: 400;\">. This is even more noticeable in non-hierarchical companies such as ours. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">At a team level, it also has a great impact. First, the post-it notes <\/span><b>helped everyone understand what other members consider valuable for the team<\/b><span style=\"font-weight: 400;\">. For instance, in our case in which there was a high level of client support, joining a teammate for a client call was clearly something that was greatly valued. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Secondly, discussing such a sensitive topic as salary definitely <\/span><b>helps bring the team together<\/b><span style=\"font-weight: 400;\">. Deciding why someone deserves a raise more than others, it\u2019s something that cannot be taken lightly. You might be forced to leave personal interests aside or put yourself out there by sharing private concerns. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s been a year and a half since we started with this experiment. Unfortunately, the same team is no longer working together. Don\u2019t worry, this had nothing to do with the experiment, it\u2019s just how our industry works! But on the bright side, we are able to share our experience with new members and, hopefully, have other teams try it for themselves.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"What_do_you_think_about_this_experience\"><\/span><span style=\"font-weight: 400;\">What do you think about this experience? <\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Would you say that empowering teams this way in your company would work as well? If so, what would you do differently? <\/span><span style=\"font-weight: 400;\">We invite you to try your own experiments and tweet us at @UruIT with your thoughts! Feel free to share this post with others who would be interested in knowing salary transparency experience such as ours \ud83d\ude42<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Contents Empowering Team to Control Their CompensationThe context: a self-managed teamTransparency Reward SystemSo, after a few more ideas, we came through with a solution that everyone could agree on: a&#8230;<\/p>\n","protected":false},"author":33,"featured_media":9432,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[286],"tags":[],"_links":{"self":[{"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/posts\/9414"}],"collection":[{"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/users\/33"}],"replies":[{"embeddable":true,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/comments?post=9414"}],"version-history":[{"count":6,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/posts\/9414\/revisions"}],"predecessor-version":[{"id":11198,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/posts\/9414\/revisions\/11198"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/media\/9432"}],"wp:attachment":[{"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/media?parent=9414"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/categories?post=9414"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/uruit.com\/blog\/wp-json\/wp\/v2\/tags?post=9414"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}