Diplomatically approaching a salary issue
April 1, 2016 7:23 AM Subscribe
I need to approach my organization leadership about a raise. Not only have I recently been approached about other opportunities by headhunters and some HR departments, but I also found out that a co-worker with a somewhat similar background is making about 40% more than I am. I want to calmly ask if better compensation is a possibility without going out and getting an offer to be matched.
I work for a large non-profit and was told when hired (3 years ago) that my pay was "in line" with others with similar titles. Through a headhunter, I discovered that one of my co-workers with a similar background is paid more than 40% more than I am, which I confirmed through a review of our tax filings online - which are publicly available. I want to stay here, but would like to be compensated more fairly. I know if I go out and get a competing offer, they would discuss matching it. I prefer to sit down and discuss this without having to play that game, however. Should I ask for a meeting with our COO/CEO to discuss this? If so, how can I do this without tipping my hat that I may be looking at other jobs or seem like I am threatening to leave if my compensation isn't addressed. Though, that is a possibility.
I have great reviews and have become a rather integral part of our workplace in an upper mid-level position. I do not wish to appear as a disgruntled employee, but, frankly, I am at the moment. Thanks!
I work for a large non-profit and was told when hired (3 years ago) that my pay was "in line" with others with similar titles. Through a headhunter, I discovered that one of my co-workers with a similar background is paid more than 40% more than I am, which I confirmed through a review of our tax filings online - which are publicly available. I want to stay here, but would like to be compensated more fairly. I know if I go out and get a competing offer, they would discuss matching it. I prefer to sit down and discuss this without having to play that game, however. Should I ask for a meeting with our COO/CEO to discuss this? If so, how can I do this without tipping my hat that I may be looking at other jobs or seem like I am threatening to leave if my compensation isn't addressed. Though, that is a possibility.
I have great reviews and have become a rather integral part of our workplace in an upper mid-level position. I do not wish to appear as a disgruntled employee, but, frankly, I am at the moment. Thanks!
That is one HELL of a pay discrepancy and if you're female and your co-worker making more is male....I'd be raising ALL KINDS OF STINK about it.
You may have to leave. Let that sink in. They don't value you, and they don't appreciate you and you're not all that integral if they are paying you like a chump. So make an appointment with your manager (not the director or CEO unless you report directly to them.)
The way I'd handle it is this way:
I've been approached by headhunters and other firms about positions, I've turned them down to date because I'm happy here. The salaries they've been mentioning have been quite higher than the salary I'm earning here. I got curious so I went on line and reviewed our tax filings and I was surprised to learn that others in the organization with a similar skill set and background to mine are earning nearly 40% more than I am. I'd like for my salary to be brought up to market levels.
I would start interviewing because if they say no, and they probably will, citing some intellectually insulting reasons, you'll need to jump ship. You made an error in negotiation when you took this job, now you'll know to do your homework and to value your skills and experiences appropriately. But the idea of taking an offer and asking someone to match it is never a good idea. They'll resent you because they'll feel blackmailed and you'll resent them because you had to FORCE them to pay you what you're worth.
Your working life is all about what you earn. Don't be swayed otherwise. You don't work for an organization or a company, you work for YOU! You must always make work decisions based on what is best for YOU, not a company or an organization because at the end of the day, the company and organization does not care about you, or have your interests at heart.
posted by Ruthless Bunny at 7:44 AM on April 1, 2016 [19 favorites]
You may have to leave. Let that sink in. They don't value you, and they don't appreciate you and you're not all that integral if they are paying you like a chump. So make an appointment with your manager (not the director or CEO unless you report directly to them.)
The way I'd handle it is this way:
I've been approached by headhunters and other firms about positions, I've turned them down to date because I'm happy here. The salaries they've been mentioning have been quite higher than the salary I'm earning here. I got curious so I went on line and reviewed our tax filings and I was surprised to learn that others in the organization with a similar skill set and background to mine are earning nearly 40% more than I am. I'd like for my salary to be brought up to market levels.
I would start interviewing because if they say no, and they probably will, citing some intellectually insulting reasons, you'll need to jump ship. You made an error in negotiation when you took this job, now you'll know to do your homework and to value your skills and experiences appropriately. But the idea of taking an offer and asking someone to match it is never a good idea. They'll resent you because they'll feel blackmailed and you'll resent them because you had to FORCE them to pay you what you're worth.
Your working life is all about what you earn. Don't be swayed otherwise. You don't work for an organization or a company, you work for YOU! You must always make work decisions based on what is best for YOU, not a company or an organization because at the end of the day, the company and organization does not care about you, or have your interests at heart.
posted by Ruthless Bunny at 7:44 AM on April 1, 2016 [19 favorites]
I have been in exactly this situation- happened to learn that a coworker with similar background, hired the same week as me, was being paid about 10% more for the same job as me.
I gathered data before approaching my manager- I figured out coworker's work and training history and made sure I could fluently argue that my history matched or exceeded theirs (ie, during that meeting I was able to immediately rebut their justifications of his salary by describing equivalent achievements in my own background), plus I mentioned specific things I'd achieved at work that that person hadn't. After outlining my qualifications, I asked point blank if the pay discrepancy was due to gender (I'm female, he was male), and if I should consult the union- which was a bit blunt but I was young and precocious so this approach worked for me at the time). Management's eyes widened (two women, by the way, what the hell), and they started stammering and shifting in their seats. I got the raise.
Also- this can actually work in your favour if it does work. Management were probably mad at me but I think they treated me with more respect for the rest of my time there; I was able to negotiate a decent performance raise a couple years later after completing a big project, and I got some better-than-average promotions along the way.
posted by pseudostrabismus at 7:59 AM on April 1, 2016 [7 favorites]
I gathered data before approaching my manager- I figured out coworker's work and training history and made sure I could fluently argue that my history matched or exceeded theirs (ie, during that meeting I was able to immediately rebut their justifications of his salary by describing equivalent achievements in my own background), plus I mentioned specific things I'd achieved at work that that person hadn't. After outlining my qualifications, I asked point blank if the pay discrepancy was due to gender (I'm female, he was male), and if I should consult the union- which was a bit blunt but I was young and precocious so this approach worked for me at the time). Management's eyes widened (two women, by the way, what the hell), and they started stammering and shifting in their seats. I got the raise.
Also- this can actually work in your favour if it does work. Management were probably mad at me but I think they treated me with more respect for the rest of my time there; I was able to negotiate a decent performance raise a couple years later after completing a big project, and I got some better-than-average promotions along the way.
posted by pseudostrabismus at 7:59 AM on April 1, 2016 [7 favorites]
I just posted a question about this a few weeks ago and finally asked my management for a raise after learning one of my old coworkers was making about 15% more than I was (and I am a title above her). They pushed back a lot, told me that their salary was decided under different management (among other lame excuses), and now have me under a microscope so they can use any mistake I make as a reason for not "being ready" in my upcoming review. I'm not saying this will happen to you, but just a data point. The lesson I learned is to never, ever ask unless you have an offer in hand.
The only good thing that came out of it was it sparked a fire for me to aggressively find a new job; before I was wishy-washy about leaving because I was content here. But it's harder to be content when you know that your company has no interest in giving you more money.
posted by windbox at 8:55 AM on April 1, 2016 [5 favorites]
The only good thing that came out of it was it sparked a fire for me to aggressively find a new job; before I was wishy-washy about leaving because I was content here. But it's harder to be content when you know that your company has no interest in giving you more money.
posted by windbox at 8:55 AM on April 1, 2016 [5 favorites]
I also work for a non-profit, and I also have a colleague who does the exact work that I do (we're partners) and is compensated significantly more than I am. In our case, it's because of our degrees: she has a doctorate and I have a masters + several bachelors. It's written into our HR policies that certain degrees are required to reach certain compensation packages. Just throwing that out there in case the "somewhat similar background" includes a situation like this. It's always good to ask your org if there are certifications, degrees, training sessions, etc. that they treat as requisites for advancement (including in terms of pay).
posted by late afternoon dreaming hotel at 9:01 AM on April 1, 2016 [3 favorites]
posted by late afternoon dreaming hotel at 9:01 AM on April 1, 2016 [3 favorites]
I have been in a similar position, and negotiated successfully. I specifically addressed the fact that I liked my job and respected their time, so I did not want to have to threaten to go elsewhere to be able to get a raise. I think they appreciated that I did not put them through that.
They don't value you, and they don't appreciate you and you're not all that integral if they are paying you like a chump.
That's not necessarily true. A non-profit, especially, probably has a tight budget. Giving one person a raise might mean that the funds aren't there for the next person who wants a raise, or to hire a new needed employee. I wouldn't equate how much a company pays you compared to other people with how much they value you; it might be that the other person just negotiated a higher salary.
posted by tofu_crouton at 10:10 AM on April 1, 2016 [2 favorites]
They don't value you, and they don't appreciate you and you're not all that integral if they are paying you like a chump.
That's not necessarily true. A non-profit, especially, probably has a tight budget. Giving one person a raise might mean that the funds aren't there for the next person who wants a raise, or to hire a new needed employee. I wouldn't equate how much a company pays you compared to other people with how much they value you; it might be that the other person just negotiated a higher salary.
posted by tofu_crouton at 10:10 AM on April 1, 2016 [2 favorites]
I think Ruthless Bunny's script is good.
But the idea of taking an offer and asking someone to match it is never a good idea.
It can sometimes work out to get another offer and ask them to match it. I did that once and it worked out great. But the key was that I told my manager after I'd gotten informal notice from the prospective employer of an offer, but before I got the offer letter. So I was able to go to my boss and say "hey, I wasn't actively looking for a new job, but I got recruited for this, and they are about to make me an offer. However, I really love it here and would rather stay. I think they're going to offer me XX. Is there anything you can do?"
The key here was that I was able to bring my boss in before I got the official offer, so he felt like I was trusting him and making a good-faith effort to stay. In that case I was trying to get a promotion, which management had been dragging their feet on. I wound up getting that promotion/raise very quickly, turned down the other job, and stayed on for another two years. I actually think they valued me more after that.
FWIW, this was also in the non-profit sector. I think NPO employers tend to be a bit more humane in situations like this (though not always of course!) and it's less likely to be one of those corporate nightmares where they fire you for even thinking about complaining.
posted by lunasol at 2:28 PM on April 1, 2016
But the idea of taking an offer and asking someone to match it is never a good idea.
It can sometimes work out to get another offer and ask them to match it. I did that once and it worked out great. But the key was that I told my manager after I'd gotten informal notice from the prospective employer of an offer, but before I got the offer letter. So I was able to go to my boss and say "hey, I wasn't actively looking for a new job, but I got recruited for this, and they are about to make me an offer. However, I really love it here and would rather stay. I think they're going to offer me XX. Is there anything you can do?"
The key here was that I was able to bring my boss in before I got the official offer, so he felt like I was trusting him and making a good-faith effort to stay. In that case I was trying to get a promotion, which management had been dragging their feet on. I wound up getting that promotion/raise very quickly, turned down the other job, and stayed on for another two years. I actually think they valued me more after that.
FWIW, this was also in the non-profit sector. I think NPO employers tend to be a bit more humane in situations like this (though not always of course!) and it's less likely to be one of those corporate nightmares where they fire you for even thinking about complaining.
posted by lunasol at 2:28 PM on April 1, 2016
Do you want to stay? If you do, I would calmly and reasonably point out the pay discrepancy, highlight your successes and achievements, and ask for a commensurate raise. I wouldn't threaten to leave if it's not addressed (that's implicit, doesn't need to be explicit).
But if they don't do anything, then hell yeah, get your resume out there and look for another job.
And even if they do give you a raise, that's a temporary solution. I would try to find a way to ask why you ended up in the position of having to ask for a raise. What is their policy for giving raises? How do they decide who gets market rates and who doesn't? Is it really the case that the squeaky wheel gets the grease? Or do they recognize performance and value to the organization? And if so, how do they do that? What salary benchmarks do they use?
Having said that, definitely speak to the recruitment agencies, get an idea about what you could be earning on the open market and use that in your negotiations.
Good luck!
posted by finding.perdita at 12:28 AM on April 2, 2016
But if they don't do anything, then hell yeah, get your resume out there and look for another job.
And even if they do give you a raise, that's a temporary solution. I would try to find a way to ask why you ended up in the position of having to ask for a raise. What is their policy for giving raises? How do they decide who gets market rates and who doesn't? Is it really the case that the squeaky wheel gets the grease? Or do they recognize performance and value to the organization? And if so, how do they do that? What salary benchmarks do they use?
Having said that, definitely speak to the recruitment agencies, get an idea about what you could be earning on the open market and use that in your negotiations.
Good luck!
posted by finding.perdita at 12:28 AM on April 2, 2016
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You should ask for this meeting with the person you report to first. Do not go behind that person's back to go up the chain.
You can pretend to be perfectly amiable - if concerned - about all this, just an average happy employee pointing out a discrepancy in compensation that surely they will find as worrisome as you do! But everyone knows that's why people leave, it doesn't have to be said. You should certainly not say it out loud at this stage.
posted by Lyn Never at 7:40 AM on April 1, 2016 [11 favorites]