Payraise.. how much do you expect? how much did you get?

[Richie]

I think the point is inflation is at 20-25% since 2021. Many people have not had anything like this in pay rises over the last 3 years. 4.5% in this context isn't all that much. It's not bad though.

Sure but, in the area of pay rises, they are based on the preceding single year and not 3+ years so, while you are correct that 4.5% is not a lot in your scenario above, its a decent amount in the scenario that should be looked at i.e. compared to inflation in the preceding year.

Double rate of inflation? No, it's just the rate of inflation, Feb RPI was 4.5%, so it's basically no pay rise at all really.

Without knowing when you traditionally get your pay rises, its not possible to be accurate in my answer. I assumed it was Sept/Oct due to when and what you posted. If it is in Feb then, yes, you are correct that its not higher than inflation

 

[EvilRob]

Sure but, in the area of pay rises, they are based on the preceding single year and not 3+ years so, while you are correct that 4.5% is not a lot in your scenario above, its a decent amount in the scenario that should be looked at i.e. compared to inflation in the preceding year.

There's no reason at all that payrises should be based only on the preceeding year's inflation.

Why on earth would you be fine with getting significantly below inflation payrise historically but rubbing your hands together with glee because this particular year it was slightly over?

 

[VRDoctor]

There's no reason at all that payrises should be based only on the preceeding year's inflation.

Why on earth would you be fine with getting significantly below inflation payrise historically but rubbing your hands together with glee because this particular year it was slightly over?

Some people are just cap doffers and boot lickers and can't be bothered fighting for more.

Good luck to you and your union I say.

 

[Richie]

There's no reason at all that payrises should be based only on the preceeding year's inflation.

I didnt say this. I said that, based on the preceding year's inflation of 1.7% (for Sept), that the stated 4.5% was good. That is not the same as saying pay rises should be based only on the preceding year's inflation.

Why on earth would you be fine with getting significantly below inflation payrise historically but rubbing your hands together with glee because this particular year it was slightly over?

It's not about "rubbing your hands together with glee", I was merely pointing out that the pay rise mentioned was well above inflation and I questioned what may be wrong about this, bearing in mind that "pay rise vs inflation" is generally one of the arguments thrown around to reject pay offers.

Some people are just cap doffers and boot lickers and can't be bothered fighting for more.

And some people can look at the information provided rationally and give their opinion, all the whilst refraining from throwing childish remarks to those with a differing opinion

Good luck to you and your union I say.

This.

 

[VRDoctor]

And some people can look at the information provided rationally and give their opinion, all the whilst refraining from throwing childish remarks to those with a differing opinion

I wasn't directing this comment at you btw.

 

[slinxy]

A union was handing out flyers at work... they are suggesting some major reforms to our pay structure.

Multiple pay raises per year, multiple years pay structures… the companies turn over can change greatly per quarter and we talking of units of millions and sometimes billions. I can see the company doing hiring and sacking cycles a lot more often than they are doing now as they try to please the share holders during a bad quarter. Plus they already have many methods of golden handcuffing staff that they want to keep long term.

Fixed increases per grade… this won’t work for such a large org, possibly why the NHS struggles… a person can have multiple grades depending on the area of the business that they are working in. Even in this same team, people with the same grade have different roles and responsibilities.. experience and skillsets.. market prices for those skills vary greatly. Also your starting salary will have a bigger impact on your pay raises more than the new skills and responsibilities that you have picked up.. leading people to just go for promotions, just to switch grades.

Management staff pay raises to be calculated the same way as non management staff… big fat no… soft skills are very hard to kpi using the same calculations as kpi-ing against staff with easier to measured output.

Staff that are under performing getting pay raises… hmmmm for a company that is known giving out good salaries in a highly well paid business selector.. are they taking the mick?

Maybe is just me, as I didn’t need to climb the ranks within the company.. I did well over 10,000 hours at different companies.. before getting head hunted for a role at my current place…. But the flexibility and scale of pay, as far as I’m aware is matched by the flexibility and scale of roles that are required. For example, an estate manager in one of the uk sites could be managing 100s of people to keep a site that can host 1000s of staff, while another could me managing an estate in Germany that only host 400 staff.. not that I’m an estate manager, I just got off the phone to my friend who works for a local council who is..

 

[adam cool dude]

Maybe is just me, as I didn’t need to climb the ranks within the company.. I did well over 10,000 hours at different companies.. before getting head hunted for a role at my current place…. But the flexibility and scale of pay, as far as I’m aware is matched by the flexibility and scale of roles that are required. For example, an estate manager in one of the uk sites could be managing 100s of people to keep a site that can host 1000s of staff, while another could me managing an estate in Germany that only host 400 staff.. not that I’m an estate manager, I just got off the phone to my friend who works for a local council who is..

Sometimes that can be how it works and the secrecy of different sites can be eye opening if you experience it first hand. When I got made redundant at the tail end of 2020 I managed to get the same grade managers job at a different site.

The first one I was managing up to 100 employees and the second one I moved to I was managing just 22.

Same pay, healthcare, pension the lot.

 

[pepp77]

My company got bought out this year (we were 22, new company is over 1000) and I've always been a higher earner in my company as I was a senior Telco Pre-Sales and Projects engineer, who also took on other tasks (PM, provisioning and procurement co-ordination) with 16 years at the company. I knew moving to the bigger company would see things change as I expected pay to be more on a scale rather than just based on what you actually do for the company, therefore I didn't expect a massive pay rise this year, but I also didn't expect to get 0.33%!!!

I have a few benefits rolling over from the old company structure for next year that I want to get so am not thinking of leaving just yet, but if in 6 months things haven't improved it will be CV time.

 

[slinxy]

My company got bought out this year (we were 22, new company is over 1000) and I've always been a higher earner in my company as I was a senior Telco Pre-Sales and Projects engineer, who also took on other tasks (PM, provisioning and procurement co-ordination) with 16 years at the company. I knew moving to the bigger company would see things change as I expected pay to be more on a scale rather than just based on what you actually do for the company, therefore I didn't expect a massive pay rise this year, but I also didn't expect to get 0.33%!!!

I have a few benefits rolling over from the old company structure for next year that I want to get so am not thinking of leaving just yet, but if in 6 months things haven't improved it will be CV time.

I've been on both sides of that fence... when the department I worked for got tupe-d over, some of the managers was shocked that some of us got paid more than them and put in place pay freezes. They didn't quite understand that they didn't have the skills nor experience to preform some of the roles, and as per standard the people who could get better jobs left.

I currently work for a massive corporation, taking over companies is apart of every corporation's business model for one reason or another... some staff ain't happy with pay, work conditions etc... and they leave. the corporation is known for being a good payer in the selector, but this is if you're used to working in the selector and depending on what country and department you end up working in/for.