Mid-Year Role Change with No Comp Discussion
Anonymous
Mid-Year Role Change with No Comp Discussion
I was asked today if I would take over 1 c-suite executive and 3 department heads (very large departments.) Two as their direct assistant and 2 to ‘help out’.
One of these people is extremely difficult and recently their assistant quit because working with them was too stressful (the exec in question is on the spectrum, so social cues are difficult.) they aren’t mean-not on purpose, and can be very friendly and chummy. But they knit pick and micromanage and have a lot of whims. They also throw the occasional tantrum. Like raised voice.
I was asked to do these roles because I’m very no-nonsense but still friendly and professional and they want someone who will manage this person as well as let them know when they are bothering others-to head off future issues. I’m very vocal about the in the ground needs of the office-which I guess The higher ups don’t often hear about.
Also, the difficult person has enjoyed talking with me more since he said something rude once and I told him I would not speak to him if he was going to be a bully and he was upset I called him a bully-but I guess likes that I’ll stand up to him? It changed the dynamic at least-I can see why they want me to handle him.
The thing is, those asking for the change don’t want to discuss the comp until the end of the year-stating that they never discuss comp mid year, even with a huge role change.
I accepted a position as much lower level admin so I could move more towards running all events and such for the company. (I’m doing so now.) There’s been a huge uptick in events, but they are saying this will diminish soon and I will have the time to do both events and executive assisting.
However I’m pretty sure they have no idea how much work goes into event planning so I feel like this is a lot more work in a direction I’m not sure about.
The only pros to this would be my schedule would become more flexible with a day I can Wfh that I don’t have now and I would be working with board members who know I’m doing the event planning which will make it easier to carve out a department for my self as we do more and more events in the future.
However, I’ve never accepted a role without a comp discussion. I told them I might be willing to give it a 3 month trial period-but…am I crazy? Is that not risky? I already make just a hair over 6 figures so it’s not like my comp is currently unreasonable but taking on 3 department heads and a c-suite exec without discussing comp…should I give it a go? The c-suite exec and one of the department heads have their own assistant but they aren’t located in the area, and are purely remote. They want me to kinda be their onsite person, so not as heavy a workload but still…
What kind of comp would you expect for someone with 5+ years of experience doing 200+person events plus assisting 3 department heads and a C-suite exec in a major US city (Finance/Banking)? Would it be worth it to do for 6 months and build up proof of my worth, or is that crazy and I should fight for a number now? The company is still building out itself and I think I could start a department here and help mold culture.
Sorry for any grammar errors I’m on a phone and need to have a decision by tomorrow. Advice is desperately requested.
Share your insight
Join an authentic community that helps women support each other at work. Share your professional experience or ask for advice — you can even post anonymously.
11 Comments
Join the conversation