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More responsibilities with no pay increase?
I recently got “promoted” (title from coordinator to manager with no direct reports) in July. I still haven’t received a pay increase (although I put some time on my bosses calendar to discuss this in 2 weeks).
My boss is getting a lateral promotion/taking of the responsibility of someone else whose role is dissolving. She recently made a comment to me that she would need to divvy up some of her old tasks to me and 3 of my other teammates (also on my level/same title).
At first I said, yes, no problem! But then I got to thinking...
- I haven’t even received a pay increase for my promotion in July. I don’t want to take on more responsibility without the pay.
- the company has already had a couple rounds of layoffs (slow industry + COVID), and are expecting more in the next week or two. They said I was safe (we are already a lean team), but I still want to do all I can to keep my job.
What should I do in this case? My boss takes on her new role in a week and I have a feeling it will be an avalanche of responsibility on my plate and I’m already so swamped AND not getting paid for it.
Should I bring it up in our already scheduled call next week?
I don’t even know what that conversation would look like.
Help!
Rachel Golden
172
09/17/20 at 5:05PM UTC
This is really common, particularly for women, to get ahead to during difficult times (the title increase). You've already set the expectations -- do some research before the meeting on median salaries for your job.
Jackie GhedineCoach for Gen X Women | Jack Russell of Humans
5.75k
09/16/20 at 10:54AM UTC
This may feel like a difficult situation, but it isn't.
Yes, you absolutely need to have a direct conversation about a salary increase. Prior to the conversation, create an outline for yourself to follow. Every talking point should be from the perspective of how do I benefit the company and why should they care. This will ensure you aren't talking about what YOU need but what you are doing and going to continue to do so you evoke a feeling of reciprocity.
Since July, I've taken on X and it has resulted in Y for the company. As we move forward, here is how I plan to (increase revenue, decrease costs, streamline process, remember bottom line results).
With the changes coming, I'd like to discuss the salary increase that was discussed back in July. I understand the company climate. I hope the company also understands the overall benefits I am bringing to the organization, the increased responsibilities and how I (specific benefit here). I've also outlined my 6-month plan for how to continue to bring / increase / decrease X to the bottom line.
An increase may be out of your bosses hands if there are company wide freezes and budget cuts. If that's the feedback, consider negotiating non-revenue benefits now and ask for a salary review again in 3 months.
Good luck.
Anonymous
09/15/20 at 3:04PM UTC
Check out Renessa Boley-Lane she has a great video on this. Good luck!
Dakota Hugo
74
09/15/20 at 2:30PM UTC
This is a tough spot. I would say that you absolutely bring it up to your boss at your scheduled meeting. I think your best bet it to go in prepared, maybe do some research of what people are getting paid in your area for a similar job (payscale.com is a great resource for this info) so that you can prove you're not asking for something unreasonable. I would say to make sure it is known that you are ready for these new responsibilities and you want to do what you can to help the company succeed but you need to know that you are worth it in their eyes. (maybe not in those words but along those lines) The more information you have to back yourself up the more confident you are going to feel going into the meeting. Also know what you will and won't accept, what would your response be if they can't offer you a raise, what if they offer you some other benefits in place of a raise?
Most importantly though, be your own advocate! You got this and it sounds like you deserve it!
Best of luck!
Erin BeemerProduct Developer | Change Maker | Growth Minded
519
09/15/20 at 2:29PM UTC
I had this same experience in the past. The way I handled it was to make a walk from my original responsibilities/pay to my new responsibilities. Even though perhaps your boss "should" know what you're doing, often times they don't understand on a detailed level. By making this list, I was able to show in black and white why I deserved a raise.
In addition, I had several colleagues who I was comfortable sharing salary information and had some data from others as to what a similar role pays at other companies. In the end I was successful in getting a raise. Note though, at least in a large company, this can take time to actually come to fruition so keep pushing but also be aware of some of the red tape.
Incidentally in this discussion with my boss, he asked why did I want a raise as my husband had a good job... Some managers are just out of touch, so putting it in black and white can help. Best wishes to you!
Mary MeffeEnrolled Agent with IRS
66
09/15/20 at 2:28PM UTC
There has always been an attitude that many people prefer a title to more money. You are working for someone with that belief. The only way to increase your earnings is usually to take that title to another company and use it as part of your bargaining chip there.
Sweet Caroline
4.25k
09/15/20 at 1:51PM UTC
Will the company likely recover from the COVID related troubles now? If they are likely to recover, present your case to your boss with the explanation you understand things are tight right now but when things ease up a bit, you will be looking to be compensated. Maybe a year end bonus is a possibility. If they are laying people off, I cannot imagine they are in a position to offer anyone raises. With your new title it would be a good time to start getting the resume polished up and see what else is out there. The sad reality is that some companies will not rebound when this is over.
Lady PeleRetired Project Manager
3.96k
09/15/20 at 3:03PM UTC
Sweet Caroline said exactly what I was going to suggest. Be sensitive to the impact of the pandemic, but set yourself up for a salary review at year-end or six months (and get it in writing).
EliseEmployee advocate & HR guru
20
09/15/20 at 1:45PM UTC
Hi there! I had this situation happen to me as well; two people were let go and my company never rehired - just pushed the responsibilities to me. I asked for a raise for the additional work and was told "we're a small company, we all have to do work outside our jobs". While I agree with being a team player, years in the human resources function has taught me that when we agree to come on-board a company, the salary is set based on the expectations of the job description you agreed to. When this job description changes, the salary should also be reassessed. If your company were to post this new "manager" role today to the public, applicants would demand a manager-level salary, not a coordinator-level as you are paid currently.
Go into the meeting prepared - standing up for yourself always feels good. You'll learn quickly if value and respect are present. We're rooting for you!!
Kate RoySales & Business Development
55
09/15/20 at 1:16PM UTC
I’m glad to see you scheduled that meeting. Go into it prepared. Make a list of how your responsibilities have increased and the positive business outcomes you’ve produced. Do some research on what you SHOULD be getting paid on salary.com, etc. Bring all that to the meeting, present your case, and ask for a raise. If you don’t get it, ask when you can get it. If you still get nowhere, spruce up your resume and start looking.
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