4 Replies - 681 Views - Last Post: 16 February 2011 - 05:30 AM
Posted 15 February 2011 - 11:57 AM
First...the conversation from today.
This person has worked here for a little over 4 years. A new employee was recently hired in their group and has less then a years experience in the field(recent college grad). Today doing some work on project the "New Guy" sent an e-mail out to several people and included his title in his e-mail signature.
The "New Guy" is at the intermediate level. When my coworker saw the e-mail he was a little enraged for a couple reasons...
-He claims to have only had one small raise in four years and continues to hear "next year we will bump you up"
-He is a big part of the team he works on. If he were to leave it would put his group into a tail spin.
-He is only an associate but does the work that senior level people do and he is very very good at what he does.
He came to me for advice but frankly this is a tough situation. How would you handle it? Would you talk to your boss about it? Do you not say anything?
So I'll open it up to you guys....
How do you handle situations where you feel you deserve a promotion or raise?
What advice would you have for the situation i have described...
Replies To: Promotions
Posted 15 February 2011 - 12:38 PM
If he is happy, he should approach his boss and say "hey, I noticed this new person has this title and I've been working here very hard for four years and feel that I am a great contributor to the success of this team. I'd really like to advance in my career path here and wanted to know what we can do with that."
If they aren't willing to work with him then it's time for him to move on. He just needs to make sure to not burn any bridges.
Posted 15 February 2011 - 12:50 PM
Posted 15 February 2011 - 01:20 PM
I think the discovery that a new hire has been elevated above him is a reasonable prompt for him to make an appointment with his boss to discuss his concerns. He needs to sit down in advance and catalog all the positive things he's done for the company (or continues to do), mention that his workload is that of a superior position and so he should be receiving the benefits of that position and he needs to look to see if any of the negative points raised in annual reviews (assuming he gets those) have been successfully addressed. It's almost like the way you approach an interview.
Even with all that, some employers worry about how he would do supervising (perhaps) employees who used to be his co-workers. That kind of thing can be very dicey with management so he needs to be aware of the possibility of that and be prepared to address it should they bring it up (if that's what he's looking to do).
Moral of the story is though: people can only take as much advantage of you as you let them. If he truly feels he's deserving of advancement then he needs to be the squeaky wheel. If his squeaks go unnoticed or are dismissed then indeed it's time for him to go find something else to do.
Posted 16 February 2011 - 05:30 AM
I don't know if he plans on leaving the company if nothing is done, but i am on board with you guys in that if nothing is done about it I personally would start looking for another job and then once i have found a couple position have another talk with my boss and let him know i plan on leaving.
I think this is a tough situation for anyone to approach regardless of the situation. I think the best way to handle any situation like this is to get all the facts and be as prepared as possible. It's important to know what the next level above your requires so you can shot to do those things and make sure to notate them come review time.