Discussion
Hi all, seeking a little advice please.
Background.
Started at current company 23 months ago.
Didn't get a pay review after 12 months as the company needed to keep an eye on their finances. Fine, I accepted this, I preferred being in a job than out of one.
1 Month later I was offered a promotion. I was offered the role of support manager, which was managing a team of 5 people plus 8 clients. I accepted this position but there was never any mention of a pay increase. I again accepted this as the company was still keeping an eye on finances. I mentioned it a few times as I wanted to keep it fresh in their minds that I had taken on a lot more responsibility, but stopped mentioning it early doors and haven't brought it up since.
I am coming up to completing my second year, and reviews have been announced, so I will get my first review.
The advice I am seeking is thus. Would it be wrong of me to ask them to take into consideration my previously missed review and no increase of salary when I was promoted? I am paid less than the previous person who was in my role which I know is neither here nor there. I am told that I am doing a good job and that they are happy with my performance. I know there are things that I need to work on to improve, and while I do not have the time (I also look after the IT for the company which takes a lot of my time up) I know that I need to make the time, which I am going to do.
I earn the same as a member of my team, and I also realise that this is not that important in the grand scheme of things, though they do not earn their money, where as I do earn mine.
Sorry for the ramble.
Tldr, should I ask for my missed pay review and lack of pay increase after prom6 to be taken into consideration at review time?
Thanks.
Background.
Started at current company 23 months ago.
Didn't get a pay review after 12 months as the company needed to keep an eye on their finances. Fine, I accepted this, I preferred being in a job than out of one.
1 Month later I was offered a promotion. I was offered the role of support manager, which was managing a team of 5 people plus 8 clients. I accepted this position but there was never any mention of a pay increase. I again accepted this as the company was still keeping an eye on finances. I mentioned it a few times as I wanted to keep it fresh in their minds that I had taken on a lot more responsibility, but stopped mentioning it early doors and haven't brought it up since.
I am coming up to completing my second year, and reviews have been announced, so I will get my first review.
The advice I am seeking is thus. Would it be wrong of me to ask them to take into consideration my previously missed review and no increase of salary when I was promoted? I am paid less than the previous person who was in my role which I know is neither here nor there. I am told that I am doing a good job and that they are happy with my performance. I know there are things that I need to work on to improve, and while I do not have the time (I also look after the IT for the company which takes a lot of my time up) I know that I need to make the time, which I am going to do.
I earn the same as a member of my team, and I also realise that this is not that important in the grand scheme of things, though they do not earn their money, where as I do earn mine.
Sorry for the ramble.
Tldr, should I ask for my missed pay review and lack of pay increase after prom6 to be taken into consideration at review time?
Thanks.
My advice is be confident and straight-forward, ask for more than you want - they may say no and negotiate you down, but they may say yes, and I would rather negotiate down from 15% to 10% than 10% to 5% - and be prepared to back up why you deserve a pay rise with facts/figures/evidence (depends on your field).
I ask for a significant pay rise at every appraisal, and will continue to do so. You don't get, if you don't ask. Two years ago I got 1% as they just couldn't give pay rises, but the year after I got 20% and a discretionary 5% bonus. I was the only person in my team to get the bonus. Why? Because I asked for it!
I ask for a significant pay rise at every appraisal, and will continue to do so. You don't get, if you don't ask. Two years ago I got 1% as they just couldn't give pay rises, but the year after I got 20% and a discretionary 5% bonus. I was the only person in my team to get the bonus. Why? Because I asked for it!
I am not sales so I aren't sure I would get a bonus, but I will definitely take on board the asking for more. Generally any increases are agreed at board level and then the employee is told about it during the review. I can ask for more for my team when speaking with my manager (COO) but he then has to go back to the board.
I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
TheAngryDog said:
I am not sales so I aren't sure I would get a bonus, but I will definitely take on board the asking for more. Generally any increases are agreed at board level and then the employee is told about it during the review. I can ask for more for my team when speaking with my manager (COO) but he then has to go back to the board.
I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
It depends on the business and the management. If they don't value you and don't entertain discussions about pay, then look for a new job. I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
Integroo said:
TheAngryDog said:
I am not sales so I aren't sure I would get a bonus, but I will definitely take on board the asking for more. Generally any increases are agreed at board level and then the employee is told about it during the review. I can ask for more for my team when speaking with my manager (COO) but he then has to go back to the board.
I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
It depends on the business and the management. If they don't value you and don't entertain discussions about pay, then look for a new job. I have to wait until I have my review before I know how much I will get. I am considering raising it with my manager when I have a meeting with him next week and see what is said.
vxr8mate said:
Ask yourself what is a fair wage for the job you do.
Once you know this figure ask the reviewer if its a rate they might meet. If the answer is 'no' then ask how you should go about attaining that rate.
Then, after this conversation decide if you're with the right employer.
I don't think "fair" is the right comparator - rather, what could you realistically get paid elsewhere for a similar job. Once you know this figure ask the reviewer if its a rate they might meet. If the answer is 'no' then ask how you should go about attaining that rate.
Then, after this conversation decide if you're with the right employer.
having almost the same issue with mine at the mo.. coming up for the 2 year anniversary - my role has completely changed since starting so i am asking for an 'alignment' rather than a raise - (same end result i guess) - 12% i'm asking for.
Fully expecting not to get it and therefore also fully expecting to be looking for other employment come May.
Fully expecting not to get it and therefore also fully expecting to be looking for other employment come May.
PixelpeepS3 said:
having almost the same issue with mine at the mo.. coming up for the 2 year anniversary - my role has completely changed since starting so i am asking for an 'alignment' rather than a raise - (same end result i guess) - 12% i'm asking for.
Fully expecting not to get it and therefore also fully expecting to be looking for other employment come May.
This happened in my last role, it morphed wildly over a 6 month period after my hiring manager left and I took over several of their duties. I went for 20% increase as I took a lower wage to get the job in the first place which had no travel, all of a sudden I was going back and forth between the UK and Europe as well as having to report to the board on a weekly basis on operational issues. I got it confirmed by my new manager but due to the "unique" nature of the company, it took 6 months before I actually got confirmation, which I then asked to be back paid from when I got the initial confirmation of a pay rise. They refused, so I started looking for another role and found one with better pay and slightly less travel Fully expecting not to get it and therefore also fully expecting to be looking for other employment come May.
This kind of situation absolutely requires you to set the tone, whilst having some view of what you're worth in the market (it sounds like you have two roles?) you should then pitch for that.
The fact that it's 5% or 30% makes little odds if it would cost them that to replace you (+ recruitment fees)... ultimately if you don't ask, you don't get. The business will want to pay the minimum it needs to for retaining talent, whilst you want to be paid the most possible for doing your role. There is somewhere in the middle of that everyone will be happy with
Good luck!
The fact that it's 5% or 30% makes little odds if it would cost them that to replace you (+ recruitment fees)... ultimately if you don't ask, you don't get. The business will want to pay the minimum it needs to for retaining talent, whilst you want to be paid the most possible for doing your role. There is somewhere in the middle of that everyone will be happy with
Good luck!
Thanks everyone for your replies, it most appreciated and is food for thought.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
TheAngryDog said:
Thanks everyone for your replies, it most appreciated and is food for thought.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
That doesn't sound like a lot of money for your responsibilities, but I am not familiar with your sector. What could you get elsewhere doing a similar gig? In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
Integroo said:
TheAngryDog said:
Thanks everyone for your replies, it most appreciated and is food for thought.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
That doesn't sound like a lot of money for your responsibilities, but I am not familiar with your sector. What could you get elsewhere doing a similar gig? In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
No idea. I don't expect that there will be many roles like mine out there.
TheAngryDog said:
Integroo said:
TheAngryDog said:
Thanks everyone for your replies, it most appreciated and is food for thought.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
That doesn't sound like a lot of money for your responsibilities, but I am not familiar with your sector. What could you get elsewhere doing a similar gig? In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
No idea. I don't expect that there will be many roles like mine out there.
krisdelta said:
TheAngryDog said:
Integroo said:
TheAngryDog said:
Thanks everyone for your replies, it most appreciated and is food for thought.
In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
That doesn't sound like a lot of money for your responsibilities, but I am not familiar with your sector. What could you get elsewhere doing a similar gig? In response to my roles, you are correct. I maintain our IT, which is what I was employed to do originally, and I manage a team of 5 (2 in other countries, 3 in my office) as well as managing our clients (more so with regarding our system, rather than full blown account management).
FYI, I work in the South East and I am paid over £35k but under £39k.
No idea. I don't expect that there will be many roles like mine out there.
Agree with much that’s said here. Main context I’d add is not to position this as being deserved because you didn’t get a rise last year. It’s deserved because it’s the going rate for the role you are doing now.
I’d also recommend:
- update and share your job spec with your manager so it’s clear what you now cover
- do some research. It will help to show them what an equivalent role elsewhere is paid, especially if less for only part of what you do
- make a specific request for what you want.
Ultimately, if they don’t want to (or can’t afford to) pay you what you feel you deserve then you should consider moving. If, on balance, you’d prefer to stay despite bad pay, then at least that your choice.
I’d also recommend:
- update and share your job spec with your manager so it’s clear what you now cover
- do some research. It will help to show them what an equivalent role elsewhere is paid, especially if less for only part of what you do
- make a specific request for what you want.
Ultimately, if they don’t want to (or can’t afford to) pay you what you feel you deserve then you should consider moving. If, on balance, you’d prefer to stay despite bad pay, then at least that your choice.
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