What to do...I am a district manager for a leading consumer finance company. I operate four offices, two of which are in the "Top 5" of the company. I have been with the compnay going on a year. My performance and opearting goals are always top notch. I was promoted rapidly, have received two raises, and I was happy with what I was making until two months ago. Two months ago, changes were announced tregarding the "Top 5" stores. We got to hire extra staff, new equipment, and the employees in these locations got raises (WELL deserved.) These raises put the branch managers almost making what I am making now. We were promised that we, too, would receive raises. The issue was stalled almost a month and I continued, as a "salary" employee, to make what my branch managers made even while working 60 hours a week. Finally, the gave a pitiful $1500 a year raise, which still didn't put me at the level that was much above what my employees make. Meanwhile, the district manager in the district next to me was terminated. They promoted from within that district, an employee who had been with the company for roughly a month. Because "starting" district manager pay is 10% plus what a branch manager makes annually, and that district also has two "Top 5" stores, the district manager in that district is making more money than me!!!! She has been with the company for two months, a district mager for roughly one. The issue is this- I have mentioned the issue and it has been backseated by my boss and my boss's boss. How do I ask for more?? I have a feeling that I am going to have to give them an ultimatum- pay me more or I will leave- and I am willing to do that. I will walk away if I don't receive sufficient compensation- but how do I do it without offending anyone? If they do offer me more and I stay, I am going to have to work with these people, so I don't want to step on their toes. Any advice would be much appreciated!! OK. Here's what I'd do: Start by making a list of all your accomplishments which, clearly, you can do. Things like goals met, objectives achieved, expectations exceeded, additional responsibilities assumed, initiatives taken - anything that will clearly show that you, directly, are not only doing a great job, but more than the original job requires. Make two copies of your list. Then ask whoever the appropriate person is for a performance and salary review - you might also want to time this exercise to coincide with your first year anniversary. Take both copies of your list with you, one for you and one for the person doing the review - so you'll both be looking at the same information. Do NOT mention what you believe anybody else is being paid! The way people ordinarily advance their careers is on the basis of their own achievements, not in comparison to anybody else if being paid, regardless of any perceived disparities. If this meeting doesn't produce an adjustment in your compensation, then I'd quietly begin a job search, keeping in mind that it's always easier to find a job when you have one. So, don't quit and start looking for another job, look while you're still employed. When you find something better, politely give your two weeks notice and leave. I appreciate the point you're making, but what other people are being paid has nothing to do with you and can't be the basis for building a case for an increase in your salary. You build your case on what YOU'VE accomplished that deserves recognition. Make sense? Paul W. Barada The Negotiation Expert Start looking for another job, it looks like they don't value you. You're head may be next on the block. Does this leading consumer finance company have a sign out front that says "PAYDAY LOANS"? Is your boss a 'made man', a member of the family? If so, you might not like the severance package! | |
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