This Business and Moment...

[LuckyBenski]

Have been working at a multinational company just over 2.5 years. Work in a role support function for a growing area of business . All trackable metrics in my area are up in terms of number of people in the business I support, revenue, client volume, regions of expansion. It is almost a 100% increases YoY on these metrics which I have been holding down. I work hard. Originally had focus on certain region, my knowledge and insights has me now involved globally just because nobody else has the same level of insights . Originally however started on a lower title to my peers and as a result paid less. Colleagues overlook far less.

I have been pretty disgruntled on pay and workload and it has been picked up and in doing so my bosses have proposed a change of title to that of my peers along but with me picking up a direct and indirect report and a more global role to influence the wider business. The standard job title description says no direct reports - ive been told to ignore this. The increase is low double digits. The increase is also bringing me more aligned with my peers who don't have direct reports. My bosses are arguing that it is a pay increase. My argument is that it is a change of job role/title/responsibilities and should not be seen as a straight increase. Ive raised twice and pushed back expecting more but the conversation ended quite frosty.

How would you view/ approach / what would be a fair £x to expect to manage a DR in London?

I had a similar pay increase when going from developer to managing our test lab, at the time managing 2 DRs. Think they offered 12.x% and when I demanded more they added 1k to make it 14%. "This is the top pay for this band" - in a new role with no equivalent in the company. What ****ing band.

I'm still sore about the pay versus massively increased level of responsibility, stress, now managing 4 people, overload etc etc. But ultimately it was poor negotiation on my part i.e. I should have walked. I've since asked for a pay review and a flexible working review and been stonewalled with a smile. This year I'm likely to start showing up 4 days a week and my boss can do what he likes.

So it sort of depends how attached you are to the role I suppose. Can you suggest that if they don't accommodate your requests, you will start working to the same level as your pay grade?

 

[currantloaf]

I had a similar pay increase when going from developer to managing our test lab, at the time managing 2 DRs. Think they offered 12.x% and when I demanded more they added 1k to make it 14%. "This is the top pay for this band" - in a new role with no equivalent in the company. What ****ing band.

I'm still sore about the pay versus massively increased level of responsibility, stress, now managing 4 people, overload etc etc. But ultimately it was poor negotiation on my part i.e. I should have walked. I've since asked for a pay review and a flexible working review and been stonewalled with a smile. This year I'm likely to start showing up 4 days a week and my boss can do what he likes.

So it sort of depends how attached you are to the role I suppose. Can you suggest that if they don't accommodate your requests, you will start working to the same level as your pay grade?

Thanks for reply. Your experience does seem very similar. My request was 15.5% and change to particular title, was offered 12% and change to same team title is a reduction. It has been assumed I have taken this even though I had asked to speak later when I had the chance to review.

I like the company, my business colleagues and what I am working on. That is the sucker. But don't think I am getting paid fairly. I don't understand what would be the logic in having a disgruntled employee over what is in real terms a rounding error.

 

[LuckyBenski]

Thanks for reply. Your experience does seem very similar. My request was 15.5% and change to particular title, was offered 12% and change to same team title is a reduction. It has been assumed I have taken this even though I had asked to speak later when I had the chance to review.

I like the company, my business colleagues and what I am working on. That is the sucker. But don't think I am getting paid fairly. I don't understand what would be the logic in having a disgruntled employee over what is in real terms a rounding error.

Completely relate. I like the people and the work (although we've all been overworked for 18 months now). When I look at how much money we waste/could save with more efficient methods, it seems mad not to pay me a few grand more to keep me happy.

 

[EvilRob]

Everyone knows that you get the experience in your current workplace and cash it in at the next one. Don't be sore, it's an investment that will pay off hugely if you play it right.

 

[dirtychinchilla]

I would have a quiet word with HR and other members of the board w.r.t company policy to new parents not being an ****.

I'm surprised that new dads don't get time off for 1-2 weeks. Then into WFH/parttime office.

We get two weeks off and it's paid, thank ****. But yes, I could have done with the WFH/part time office. It all went through HR, who I believe advocates well for us.

I wish I'd just spoken to my boss myself.

Anyway, we get 13 days per quarter at home and I'll use them how I want to - I'm WFH this morning to take my wife to an appointment.