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If you're getting shortchanged, it's time to get squeaky
Q: My co-worker accidentally saw a confidential list of all the salaries in our department. He told me that our newest employee, whom I have been training for a year, makes $15,000 more than I do. I've been with this company for 10 years and always thought that I was one of the most valuable employees. How do I deal with what I feel is a betrayal?
A: Instead of nursing hurt feelings, you need to ask for a raise. Employees frequently assume that people in similar jobs make similar salaries, but that's not always the case. Companies often pay people whatever it takes to get and keep them, which easily can result in pay inequities.
If you feel uncomfortable asking for money, you need to become more assertive. Everyone knows that the squeaky wheel gets the grease; it's time for you to start squeaking.
When approaching your boss, don't launch into a tirade about unfair pay practices. Present a strong factual case to back up your request. Talk about your responsibilities, the results you produce and the value added by your long experience.
You also should be prepared to cite typical salaries for your line of work. Professional associations can be a good source of such data.
If your manager still needs convincing, you might bring up the newcomer's pay. But remember that you haven't seen the data yourself.
Q: "Lisa," the new manager of our retail store, is very close to certain employees and socializes with them outside of work. She lets them look at confidential personnel files and even takes their advice about whom to hire or fire.
I have management experience and work at this store in a part-time management role. I'm trying to teach Lisa, but now she seems to resent my help. If you could print guidelines for first-time managers, perhaps she'll recognize her errors.
A: Every new manager must learn that he or she is no longer one of the gang. If you're trying to be everyone's pal, you'll have a tough time assigning unpopular tasks or doing objective performance appraisals.
For a manager, being respected is much more important than being liked. To be effective, you sometimes will have to make difficult decisions that do not please everyone.
Good managers are trustworthy. They never share confidential information about one employee with another. Personnel issues should be discussed only with upper management or human resources.
I also have a suggestion for you. If you come across as condescending or demeaning, Lisa is less likely to listen. When you offer suggestions, remember that she is a colleague, not your employee or your student.
- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.
