My direct manager quit 3 months ago, and the company agreed to change my title, but not my pay.

27 Comments

1. AnonymousNovember 15,2023 at 4:06PM UTC

   Deep breath. Keep on them. Keep following up. I know it's annoying but nobody cares about your career more than you do. Things will always come up in the world of business. Best of luck. I hope you get the pay you deserve.

2. AnonymousNovember 15,2023 at 4:29PM UTC

   Ugh I am so sorry this happening --- seems like a common expectation from employers these days.
   I can't stand it because they know the job market is stiff so they can take full advantage in dragging their feet on these sorts of decisions while still expecting current employees to pick up where someone left off.

   Continue to stay on top of asking and getting weekly updates on your comp and capacity planning for this division.

   Have you put in your holiday leave yet? If not, please do so and use that time to rest, recharge and continue applying. This is STILL a great time of year to look for a job and this is how I found my most recent job, so don't give up on that. While you're there though, I believe you should incorporate a more rigorous schedule that focuses on how YOU can make this worth your wild.

   Since you're holding down the fort (hats off to you but I know it's still a crappy circumstance), be judicious on where you want to spend your time so that it still shines on your resume. You may not have the pay but you definitely have a leadership role and that's exactly what you need to highlight and rave about in your future interviews. Build the skills, take the classes, get the certifications, make them pay for a conference, expense professional books back to the company, build the process, the program etc. Whatever it is, flip this crazy situation to benefit you. I know everyone looks at compensation differently but I feel if you're being afforded at least the title, then have them invest in your development in such role.

   Have you brought up convos with management about outsourcing some of the work? May it be finding a temp, freelancer, consultant etc. Propose this plan as well. As far as your comp increase, end of year performance reviews are here so yeah, keep pressing on it and this would be a great time to package up your entire year of holding it down and go for a bigger number especially since they kept moving the "goal posts" on you. As the saying goes, "yesterdays price isn't today's price."Self care and more self care.
   Good luck to you! I sincerely hope you land a better opportunity soon.

3. AnonymousNovember 15,2023 at 5:49PM UTC

   New titles don't always come with more cash, also by your own admission finances limit their abilities. If you get extra days off and others don't it causes internal inequity and could put them into a situation where they have to do the same for others as well. It is best to consider how much you want to continue there in their employ. If you like the content, compensation and culture there stay or then use that to fulcrum into a different place if you aren't feeling they are giving you what you need. Put your ego aside because while you are your priority for most employers you are not. So decide do I stay or do I go feeling disgruntled, or will that feeling pass? Good luck.

4. AnonymousNovember 15,2023 at 6:10PM UTC

   Money talks and shit walks and your good words don't pay the bills!
   I'm so sorry this is happening to you. If I were in your shoes, I'd consider the following:

   -Your employer has been CRYSTAL CLEAR with you on additional compensation: they've piled on more responsibility, they've given you the title and they have no intention of paying you more. Full stop. They're blowing smoke up your skirt and buying time as they "look into it."

   -Their behavior and ignoring this situation will continue indefinitely because there are no consequences to their inaction. You're still performing well, you're not threatening to leave or issuing ultimatums.

   -Over to the ultimatum comment: I'd make a one-time statement about this creating a retention risk. My next line in the sand would be a resignation. Whatever you do, do NOT make threats you're not willing to deliver on.

   -Sounds like you're already looking and I agree with others that this will catapult your search, this new title. So put that in the win column!

   -INFO: is additional PTO really a suitable replacement for more money? You can get an additional month a year and you're still going to have the heightened level of responsibility and workload. Don't sell yourself short. Money is KING!

   Truly, best of luck to you and keep this board posted!

5. AnonymousNovember 16,2023 at 1:41PM UTC

   The extra PTO will be valuable when she resigns. They will have to pay it out.

6. Terrie McWhorterNovember 15,2023 at 7:43PM UTC

   If you can leave, do! You are being taken advantage of. STate that in your resignation letter. Talk about your professionalism and your ability and that it isn't that much to expect the same in return. It will either light a fire under them or clear the way for them to find a Gulliver to do what your are doing but not want to be compensated for what they are worth. YOU ARE WORTH IT. Best of luck

7. Joan Williams, Senior Talent Acquisition SpecialistNovember 16,2023 at 4:57AM UTC

   Based on the fact that you're apparently dealing with the owners, I'll take it that you're in a relatively small company. I'm not in HR nor an attorney, but I don't see how it could be "illegal" to grant you additional PTO. My guess is they're BSing you.

8. ShellieNovember 16,2023 at 12:08PM UTC

   I know that you feel used and undervalued but try to take emotion out of it.

   Don’t look at the week and a half as them not making you a priority. It’s not that much time when you have responsibilities of running a company. Since it’s more pto and not pay, time is not really of the essence since you are already looking for a job. It seems like you are actually looking for a sign that they value you, and rightly so. I get it. But they already showed that they do not or cannot. Remind them in your next meeting with them and then let it go and put your energy into the job search. When we care deeply about a job, we feel emotional and passionate but companies don’t feel that way about us , unfortunately. You are an amazing employee who deserves a better company. Best of luck.

9. AnonymousNovember 19,2023 at 5:52PM UTC

   I respectfully disagree. Being taken for granted after busting your butt for a company or firm and expected to show up day after day and give your best does not make you feel appreciated or respected as an employee or a human being. Do you know who was usually expected to be taken for granted but keep on doing the same day after day? 1950s housewives and mothers. Sometimes the only thing you can do for yourself is know when a situation is unfixable and is hurting you mentally and emotionally and get out of there.

10. GirlBossanova934974November 16,2023 at 1:45PM UTC

    Either this company is failing or you have cheapskate owners or a bit of both. In either case, you should NOT be planning on turning in any out of the blue resignation letters. The time should be spent looking for another job. As a business owner myself, you don't push your luck this way. You are getting a big cut in expenses by having 1 manager doing several jobs. Pay her a few extra bucks and you are still coming out way ahead. Be grateful as you risk losing the whole deal.

11. AnonymousNovember 19,2023 at 5:47PM UTC

    Maybe if more employees did this, business owners would learn not to take advantage of employees. It's not pushing our luck, it's standing up for ourselves.

12. AnonymousNovember 16,2023 at 1:49PM UTC

    You are in a serious no-win situation. Even if they provide the extra PTO, they aren't looking to hire anybody to back-fill your position, so the only way you can take it is in your final package when you resign, and they pay out your unused PTO.
    I worked for a company that could promote any time during the year, but ALL compensation changes occurred at the start of the new fiscal year. This was a lazy way to keep their budgets straight. Getting promoted and managing 12 people on an IC salary for six months was no fun. When the time for raises came, they came through and more than made up for it. It doesn't sound like the place you work will make that happen if they are struggling to keep the doors open.

13. Ally MorganNovember 16,2023 at 2:12PM UTC

    These people are blowing you off. They're not stupid. They knew this would be more work for you. A good employer would have offered you a title change plus a salary bump without you asking. They had time to assemble the WORK you need to do and offer you that, but not figure out a raise and appropriate title? Is there anyway to NOT do the new work until they address the money? These people wouldn't do more work without being paid for it. Good luck.

14. AnonymousNovember 16,2023 at 3:28PM UTC

    So you're essentially taking on 2 FT jobs for the pay of the lower one? Yikes! I would hold off on any director-level work/projects until the meeting takes place so you can "clarify your role & responsibilities & how success will be measured." From there, revisit the comp question or get in writing when a raise could be considered (& at what rate) & the exact metrics that you will be held to. Hold strong there so you have proof when that time comes.

    Also feel comfortable telling them since you'd likely taking on the responsibility of 2 roles, you need clear priorities & understanding that not all can be done with limited resources but that you're excited to prove yourself in the new role.

    Adding that you could ask for other non-comp perks; office stipend if you WFH (materials, internet, etc), WFH days if you don't already, additional stock options if that is a thing, conference/continuing ed funding...get creative!

15. AnonymousNovember 19,2023 at 5:39PM UTC

    She might get pushback on the priorities in light of limited resources thing. A lot of employers want you to "get it all done" and asking to have priorities clarified and set for you is a You Problem thing and not a Their Problem thing.

16. AnonymousNovember 16,2023 at 5:04PM UTC

    Hello, OP here! I wanted to take a second to thank everyone for their comments. It's given me a lot to think about.

    I work for a small company (under 30 people, about 1.5mil in revenue), and one if the owners IS the HR department! So reaching out to a separate person about this is not possible.

    Technically, I'm not even being paid for the lesser of two roles. I was an Assistant Production Manager, and in my supervisor's absence have taken on full Production Manager duties and stepping in to help manage our Shipping/Receiving/Warehouse (Yes, thats all one department!). I'm still being paid as if I'm the Assistant. I receive no benefits except 1 week of PTO for every year worked (to a maximum of 3 weeks). This, combined with a lengthy commute (2hrs round trip), very sporadic and unclear communication, and overall stress has made me very bitter in the 1.5 years I've been here. I've been searching for a new role since April with no luck.

    At this point, I'm strongly leaning to quitting after the holidays, if only for the 1 month to financially recover from holiday spending. My savings are strong enough to last me almost a year should I need it. I know I'm being taken advantage of, and I hate it. I'll still update everyone on their response and my ultimate choice, and thank you all again for taking the time to help out a very young professional! :)

17. Audrey KirschNovember 16,2023 at 7:19PM UTC

    I'd give them a deadline and stick to it. Be nice and professional about it but let them know that you cannot continue to do all the work without additional compensation. If they don't come through, you still have the new title to include in your job search. Good luck!

18. TKNovember 18,2023 at 2:42PM UTC

    Was coming here to say the same. They had the $ to pay the other ppl that left, there’s no logical reason why they couldn’t give you a salary bump. So give them a deadline and if they don’t meet it take that as your answer to find a new job. I’d say keep doing as much of the upper level work as you can for experience to use in your next position. You can also choose what work you want to do and let them know you’re dropping the rest of it. It’s on them now. Good luck!

19. AnonymousNovember 16,2023 at 7:45PM UTC

    With their love for vague, ever moving deadlines and considerations of research, I would look for another job and use any offers as leverage to get the support or at the very least attention.

20. AnonymousNovember 17,2023 at 2:05PM UTC

    I am sorry this is happening to you.
    Advice for what to do with your current employer is to tell them you have thought about it and you cannot accept additional responsibilities as it would cause your actual job duties to suffer. Tell them you took a few weeks to “think about the legalities” and “thank you but no” to the title change since there is no additional compensation attached. See how they like a taste of their own medicine.

21. Afo Ogbeyalu KaluNovember 17,2023 at 2:25PM UTC

    Finding a new job would be the leverage you need.
    With that new job, you could use it as a negotiating tool. Other than that, I'm assuming that the owners are gambling that you are not inclined to leave them, hence the stall tactics on their part.

22. AnonymousNovember 18,2023 at 12:39PM UTC

    Why would the OP want to remain with an employer that clearly undervalues them? The Op needs to leave and find a job that’s willing to pay for her worth.

23. KellyW43November 17,2023 at 2:51PM UTC

    That's why I ended up quitting my job. I was running 3 stores and training general managers.

    They didn't want to give me more money.

    I found another job and left that one.

24. Meagan PriorNovember 17,2023 at 3:08PM UTC

    There's no legality issues with providing you additional PTO.

25. Liz MilneNovember 17,2023 at 8:06PM UTC

    If they don't bite, let them know that on [date] you will revert to your previous duties and title, per your existing contract and renumeration, unless and until a new contract comes into play with more money or more PTO/ other benefits along with that title. And detail which tasks you will stop doing, so they are aware of just how much you've stepped up. Be polite but firm: remind them that you've chased them up twice and are still waiting for a definitive answer.

26. Meagan PriorNovember 17,2023 at 10:38PM UTC

    employment laws and regulations dictate legality.

    There is no federal or state law forbidding companies from providing pto in lieu of salary for incremental duties if the employee negotiates such as arrangement. (Just like there is no federal law requiring employers to give workers paid vacation. The Fair Labor Standards Act does not require you to be paid for time that you did not work, including vacation time.)

27. AnonymousNovember 20,2023 at 7:46PM UTC

    OP here again! This time with a follow up.

    The owners decided that, as now is our busy season, they "cannot accurately gauge the monetary value of this benefit, or its ramifications", and have decided to wait to make a decision until March.

    I have not responded to this message, as I'm incredibly annoyed and emotional. My next course of action is to quit, the only question being when. I initially planned to stay until January 31st just for the boost in my savings. January is historically our busiest month as well, and I'm being more than courteous seeing them through it (and cashing in on a lot of OT, too!). However, there's a strong part of me that is tempted to instead have January 2nd as my last day (which is a company holiday).

    I've always prioritized professionalism and money over my own feelings. In this instance, I see value in both courses of action. I'd love to hear everyone's thoughts on timing, however!

    Before it comes up: I already have my prior supervisor from here as a reference. I want to be civil, but otherwise care very little about burning bridges with these people, as I do not care for how they do business.