I recently found out I am one of the lowest paid people on the team I manage.

15 Comments

1. AnonymousJuly 28,2023 at 10:52AM UTC

   If you have one, it sounds like something to bring up with your manager or HR. If you're asking for a raise, make sure you have a list of accomplishments and responsibilities that distinguish you from the team you manage, and be prepared to negotiate. The other thing that would help determine the next steps is to know what the culture is around raises at your company--is a 20K raise something that they've done in the past? Or is the culture more like a small percentage raise? I ask because I've heard of companies turning down requests like this because the company culture is only small percentage raises, even though this is obviously an error in your compensation.

   If it's not the kind of place where large raises happen, then maybe it's time to go.

2. AnonymousJuly 28,2023 at 11:50AM UTC

   I work for a state agency so pay adjustments higher than 15% go to a separate state office for approval. I know a number of people who have seen that kind of pay raise for various reasons, including one HR determination that the person was misclassified based on the position duties (she got around $20k raise). It's worth talking about. Almost all of my significant pay raises have happened because I pushed the issue. Good luck to you!

3. AnonymousJuly 28,2023 at 11:50AM UTC

   Talk to your manager, talk to HR. Nothing ventured, nothing gained. But quick question: how are you just now (or recently) finding this out if this is the team that you manage?

4. AnonymousJuly 28,2023 at 11:54AM UTC

   Don't count on a $20k bump from your current company as they have not valued you for the entire career with them. So with that off the table you must decide what is most important to you. Staying where you are and accept a possible small bump or making a jump to a new company with competitive compensation. The difficult coworker is what it is. That's a whole separate issue.

5. AnonymousJuly 31,2023 at 6:49PM UTC

   Exactly. Your coworker may be viewed as much more valuable fir any number of reasons that you are not aware of.

6. AnonymousJuly 28,2023 at 11:59AM UTC

   To ask for a wage alignment due to these reasons is a good ask. I see this a lot and it's due to first being desperate after Covid and people almost got whatever wage they wanted. Now with life leveling out it has been affecting fairness of payment in the workplace and wage alignments are happening. They got paid way too much with little to no experience all of out desperation in the hiring world. Now, not so much. Now, $20k bump? It's that much out of alignment is egregious or are you adding in your additional opinion. Either way, I'll be surprised if you get that bump but see what they come up with.

7. BethBJuly 28,2023 at 12:13PM UTC

   You should get a raise because you manage a difficult employee? That’s not how things work. And it could in fact boomerang on you, giving the impression that you can’t handle managing.

   keep the two issues separate.

8. AnonymousJuly 28,2023 at 12:19PM UTC

   I don't know...given what I've seen of employee behavior, there are times where I think managers deserve hazard pay based on what they have to put up with!

9. AnonymousJuly 28,2023 at 12:58PM UTC

   My thoughts exactly, most of us deal with difficult co-workers and even manage them but a raise due to that is a hard sell. It should also be remembered that not everyone is on the same pay rate unless you are union and that is another set of questions.

10. Heather (she/her)July 28,2023 at 12:37PM UTC

    It's pretty unlikely to get such a large bump at once, even if you deserve it. I think the best path forward right now is to focus on continuing to document the ways you're exceeding your role, and then you'll have proof that you deserve a raise and/or promotion the next time you want to chat with your boss about it. Depending on your organization and your relationship with your boss, you can also try to directly address the pay disparity and ask them to explain to you why you're so low on the list.

11. Kimberley Ferretti HammettJuly 28,2023 at 1:48PM UTC

    I recommend requesting but do not use another employees attitude in your conversation whatsoever. That's not what they base pay on to it is not relevant and will not bode well for your case.

    Research jobs with similar Job Descriptions at similar organizations in your area and their pay. Be prepared with research and highlight parts of what you do that you believe grant you a higher pay grade than what you're currently in (don't bring up others pay). Especially great if you can highlight work you do that adds value outside your job description. Show them the value and ask if what they are able to do to meet you at a more market-fair rate. They may give you something and/or you may find a better opportunity in the process.

    Good luck!

12. GirlBossanova934974July 29,2023 at 3:09PM UTC

    As a business owner, I take a dim view of employees who come to me asking for raises and then compare themselves to other employees to justify their raise. Oh so and so cost you money or so and so did XYZ wrong. That is my problem to deal with and my problem alone. Justify your raise by your performance and leave it at that. $20K in one bump? That is around $1800/month after taxes. So that is going to have to come from somewhere. The first thing that goes through my mind is what happens if we lose this employee. Cost to replace? Do we need to replace? What happens to the current business unit? Are we spending money someplace we do not to be spending money to find these salary dollars? What happens if we throw in half the money to start with and then put the other half in incentive performance money? That would be my approach. $10K in an immediate raise and $10K in incentive pay. You can figure out the incentive and then cost/revenue justify it.

13. AnonymousJuly 29,2023 at 4:22PM UTC

    "what happens if we lose this employee. Cost to replace? Do we need to replace? What happens to the current business unit?"

    But aren't these just normal thoughts anyway? There is always the risk of an employee leaving your business even on a good day. As for you looking at the employee differently because they think the should be on the same pay level as a coworker (or in this case a person they manage) is funny. You as a business owner do the same thing. You look at the numbers in your market then compare your business to others. In which you try and be better or atleast on par with.

    I should mention that I'm not saying this person should name the high earner specifically when talking to their boss. But they should atleast know their worth in the market.

14. AnonymousJuly 29,2023 at 3:42PM UTC

    Don’t compare yourself to the others. It might not really matter to management presented in that way. . Ask what the pay band/range is for your role, then apply your value, skill set and tenure to that range, in conversation w your manager.

    I have been at my company 31 years and I specifically AVOID anything that leads me to knowing what others make. Maybe it’s gullible, but I bring value and I feel my pay is commensurate. And I could be totally wrong. But I’m also satisfied!!!!even if blindly so!!

15. AnonymousJuly 29,2023 at 4:38PM UTC

    I am confused. What does the other employee have to do with it?