Comments on: On being paid less than your subordinate http://lancehaun.com/on-being-paid-less-than-your-subordinate/ Life between the brackets Wed, 08 Feb 2012 14:42:02 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Beth http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-536 Beth Tue, 29 Nov 2011 04:07:03 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-536 I'm in a similar situation. I've been with the company 6 years, promoted from mid level to senior manager. Times have been tough last 2 years in the company, so noone has taken a rise. However, we just hired a new person who is supposed to be working under my management, but they're being paid more. I have 2 degrees, 20 years of experience versus their one degree (IT), 5 years experience. Is it because I'm a woman? What gives? I don't know what to do. I actually put my foot down for the first time and have said that i won't be managing this person. I'll see what happens with that. But after all the late hours, covering two jobs (because times are tough) and being loyal, I feel completely and utterly forlorn. I’m in a similar situation. I’ve been with the company 6 years, promoted from mid level to senior manager. Times have been tough last 2 years in the company, so noone has taken a rise. However, we just hired a new person who is supposed to be working under my management, but they’re being paid more. I have 2 degrees, 20 years of experience versus their one degree (IT), 5 years experience.

Is it because I’m a woman? What gives? I don’t know what to do. I actually put my foot down for the first time and have said that i won’t be managing this person. I’ll see what happens with that. But after all the late hours, covering two jobs (because times are tough) and being loyal, I feel completely and utterly forlorn.

]]> By: VP Making Less Than Subordinate? | YourHRGuy.com http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-535 VP Making Less Than Subordinate? | YourHRGuy.com Mon, 16 Jun 2008 11:23:49 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-535 [...] have already talked about making less than your subordinate so I won’t try to hit too many of those points [...] [...] have already talked about making less than your subordinate so I won’t try to hit too many of those points [...]

]]> By: Kathy http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-534 Kathy Wed, 28 Nov 2007 23:50:10 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-534 If you aren't satisfied with your new pay, ask for a raise. If you don't ask, you'll never know. But before you ask, know exactly what you want. Need help figuring out what you want? Check out realraise.com! If you aren’t satisfied with your new pay, ask for a raise. If you don’t ask, you’ll never know. But before you ask, know exactly what you want. Need help figuring out what you want? Check out realraise.com!

]]> By: Rita Stuart http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-533 Rita Stuart Tue, 20 Nov 2007 01:16:59 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-533 Starting salaries are key. Who said 'never take the first offer'? She negotiated better than you did. Live with it for now. Next class change negotiate better. Have all the starting salaries changed that much in the past 2 years? What kind of a manager will you become? Starting salaries are key. Who said ‘never take the first offer’? She negotiated better than you did. Live with it for now. Next class change negotiate better. Have all the starting salaries changed that much in the past 2 years? What kind of a manager will you become?

]]> By: Barbara Safani http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-532 Barbara Safani Mon, 19 Nov 2007 04:26:34 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-532 Since you've been identified to replace your boss once he retires, I would recommend sticking it out until that time. However, over the next year be sure to carefully document all of your success stories and write notes to yourself about how you have helped the company make money, save money, and save time over the year. When you are promoted, you will be able to articulate your consistent value-add and leverage this information to secure a promotional increase that places you competitively within your new salary range. Since you’ve been identified to replace your boss once he retires, I would recommend sticking it out until that time. However, over the next year be sure to carefully document all of your success stories and write notes to yourself about how you have helped the company make money, save money, and save time over the year. When you are promoted, you will be able to articulate your consistent value-add and leverage this information to secure a promotional increase that places you competitively within your new salary range.

]]> By: A.N. http://lancehaun.com/on-being-paid-less-than-your-subordinate/#comment-531 A.N. Fri, 16 Nov 2007 11:00:47 +0000 http://www.yourhrguy.com/2007/11/15/on-being-paid-less-than-your-subordinate/#comment-531 A somewhat similar problem: I was "under hired" when I joined my company just under 2 years ago -- I knew this, they knew this. I got what I needed (a job after a significantly life changing event and relocation), and they got an employee with "significant potential". That potential (IT skills, strong business acumen, and analytic skills in a position that didn't call for them at first) has been recognized and put to use. I've been given 2 promotions of "job band" (9 to 0, 0 being CEO - 6 being line management or equivalent in an individual contributor) from 8 up to 6. The problem has come, in that despite a stated policy of "equalization", the cash raises have left me with the distinct impression that I'm at the very low end, or quite possibly even below "range". This is further complicated by the fact that there isn't "officially" a range for any given position, and it's certainly not something published or publicly discussed. My boss's boss fought quite strongly at the first promotion (primarily against HR who claimed the 'no range' stance), and was allowed only to give a 15% increase, the second netted 13.5%. Yes, of course I'm happy to not be making the original salary, but it still burns that they're getting the skills "on the cheap". My next move is likely going to be over the fence from operations into IT, where the "scale" is generally much higher -- and where I fear that I'll continue to pay for my original low entry point. I don't want to be in a position of making 50-60% of my peers, when my performance has been rated exceeds expectations (and included an annual award given to the top 1% of the company (200K+ employees) in my first year of service. How is an employee supposed to make the strong argument when you have little to no data to go on? (other than a casual remark from a band 4 manager who said his entry level hires (of band 6 or 5) in his tech division made twice my salary?) A somewhat similar problem: I was “under hired” when I joined my company just under 2 years ago — I knew this, they knew this. I got what I needed (a job after a significantly life changing event and relocation), and they got an employee with “significant potential”.

That potential (IT skills, strong business acumen, and analytic skills in a position that didn’t call for them at first) has been recognized and put to use. I’ve been given 2 promotions of “job band” (9 to 0, 0 being CEO – 6 being line management or equivalent in an individual contributor) from 8 up to 6.

The problem has come, in that despite a stated policy of “equalization”, the cash raises have left me with the distinct impression that I’m at the very low end, or quite possibly even below “range”. This is further complicated by the fact that there isn’t “officially” a range for any given position, and it’s certainly not something published or publicly discussed.

My boss’s boss fought quite strongly at the first promotion (primarily against HR who claimed the ‘no range’ stance), and was allowed only to give a 15% increase, the second netted 13.5%. Yes, of course I’m happy to not be making the original salary, but it still burns that they’re getting the skills “on the cheap”.

My next move is likely going to be over the fence from operations into IT, where the “scale” is generally much higher — and where I fear that I’ll continue to pay for my original low entry point. I don’t want to be in a position of making 50-60% of my peers, when my performance has been rated exceeds expectations (and included an annual award given to the top 1% of the company (200K+ employees) in my first year of service.

How is an employee supposed to make the strong argument when you have little to no data to go on? (other than a casual remark from a band 4 manager who said his entry level hires (of band 6 or 5) in his tech division made twice my salary?)

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