How do you tell your boss...?

Question

... that He is asking more of you than he's paying you for. The last person who did my position did it for the same money, but I do it in less time and more accurately. But, rather than offer me a raise or think about reducing my hours because of this- my boss just keeps giving me more to do. He tells me how much he appreciates it... but frankly, I don't work for the appreciation.

He is a very high strung person and does not handle change well - so Im just not sure how to approach him and explain that I think he's taking advantage of the fact that I am better at this job than his last manager was.... and giving me more and more to do... without compensating me for it.

Suggestions?

Answer 1

This is a tricky situation that so many of us fail to articulate as well as you have here. While your question is precise, however, it does fall into one common trap that most people suffer. See, we are not talking about anything tangible here. It is not a question about an "apple" that I can pick up, examine, and answer. This question deals with things we cannot touch...work rate, work hours, wages, realization, work load, attitude, appreciation and so on.

The trap most people fall into is that we forget that even though things can't be seen or touched, they still have rules and parameters set for them. If we fail to understand the rules and parameters of an intangible like “employment,” we wind up asking all kinds of questions like this one, many of which ignore facts just a solid as the fact that an apple grows on a tree.

So, before getting to the meat of your question, let’s acknowledge a few of the factual parameters that impact you. First, there is no such rule or parameter that any employer needs to pay you more because you do something better, more accurately, or faster. Somebody working at a sub par level is grounds for dismissal, but somebody doing the job they are given, well, is simply doing her or his job by definition. Your employer would not have given you the job if s/he didn't expect you could accomplish the tasks involved. It's counterintuitive to think you should get more money or shorter hours specifically for this reason. I'm certain that when applying for the job, the people who hired you told you this position required a certain number of hours per week or a certain number of tasks that would be your responsibility or both. In fact, that's the minimum information employers tend to offer upfront. Any less and you wouldn't know what you are applying to do. The situation lines up somewhat like a puzzle piece. They've a picture to create. You are a missing link they want to slip into a corner slot. If they ask you to fill that slot, and you do so in exchange for compensation, that's it. The deal is struck. The debate field is leveled. The puzzle is a rectangle. It matters quite little that you somehow managed to make your colors far more vibrant than the rest of the picture. You've a role on a team and you will not win any extras by pontificating that the way you fill the role is, by comparison, a more worthy method. The unworthy person was fired and that balance was already struck. You've no leg to stand on in this argument if you are using comparisons as your basis for a raise. So, get that little "comparative" blip off your radar for when you march in to ask for more money. It's a losing argument. Your good work should be able to stand on its own two feet. If it can't, you probably wouldn't deserve the raise in the first place.

Similar to making comparisons, there are a number of other arguments at raise time that fall quite moot because folks don't take the time to look at what's what. Saying that you need a raise because of some “cost of living increase” is a no-no, a non-argument. Besides the fact that it's completely unprofessional and equates to little more than personal griping, how you handle your home life finances is of none of your employer's concern. Everybody has had to deal with the exact same cost of living increases at the exact same times as you. Are you asking the employer to raise everybody's salary? No, of course not. Only your own. It's not a logical basis for a request.

Fortunately, there are a number of standards that, while not often required by law, do work in an employee's favor toward getting raises. These are industry standards, depending upon your industry, and few employers would claim to be so far out of touch that they'd never even considered the following.

1) Most employers offer periodic raises on an annual basis. Though they rarely cover the cost of living increase over the same period of time, they are, as standard, a function of a percentage of your salary. For instance, somebody working at an office for one year should expect at least a 1 percent raise at the beginning of year 2. Then another 1 percent at the beginning of year three and so on. Some companies have done this in a graded fashion, meaning they give one percent at the end of year one and then 5 percent at the end of year five and so on. Some even calculate job performance into the mix. That means that they give a standard yearly raise which will be either one percent, two percent or three percent depending upon how well you do your job.

Most such periodic increases are simply a function of time, being there a while. If you’ve only been doing a great job for a few months, forget about it. Most also require some type of annual performance review for which you should be present. Be careful, some employers, very legally, tend to offer bigger bonuses or increased benefits packages as a result of the review process, trying to trade away your deserved raise. Remember, there is nothing in the law that says they HAVE TO give you anything. If you are unhappy, you are free to leave. Yet, finding out about your company's annual review and raise procedures is a must, whatever you decide to do. If you have an HR department (human resources) call them. If you do not, ask your immediate superior after checking with your colleagues. If they do not have such a process in place, make one.

2) Some employers are more willing to give you a raise to keep you if you have a serious competing offer from another company. Regardless of how well or how happy you are in your current position, you should always be interviewing and shopping around for others. This includes having wonderful resumes, cover letters, and references at the ready as well as a level of discretion given by prospective employers. Never shop around while on company time.

3) Having a sit-down with the boss in lieu of a human resources department meeting can work wonders. The key, if you do, is to stay positive. Avoid talk of cost of living like I said above. Avoid talk that is comparative. Yet, talk about how much else you've been able to succeed at since taking over the position, talk about how the job has expanded and how you succeed at that. Then, in a very positive and straight forward manner, tell him or her why this warrants a raise. Don't ask. Asking leaves the door open for a big NO. Don't demand. As good as you are, they can always find somebody better. Talk about it as something that needs to happen. If you do need to ask a question for the sake of the conversation, ask what else it is you need to do or what you need to do better to get a raise of a certain percent.

4) What a great number of people often forget is that their job position is quite like many others in the industry. You can simply check on the going rate. That's to say that when an HR department is looking to set a price to fill a position, they go to the internet or a job bank and compare what others in the same position are getting. We tend, TOO MUCH, to focus on ourselves as unique. That's great. Uniqueness brings personality and diversity to a department. It does not, however, warrant more money. Your job is what you do, not who you are. Until you get to the point that you are so unique that nobody else in the world can accomplish what you do, uniqueness is not a valued trait in organizations, no matter how much they say it is. Think about it, you might consider it great to roll your title off the tongue to your family, saying that you are the Co-Chairing Head of National Operations East and Internal Communications, but your functional title is Manager. You need to be aware of what other managers make and where they do so in order to have the proper information when you walk in to talk to your boss. If you already make more than other managers, you don't want to ask for a raise. You want to ask for a promotion and the raise that comes along with it. You'll find that lots of corporations love adding words to your title and tasks to your job description to make you feel great. Yet, it means nothing if it doesn't come commensurate with cash and perks and less than nothing if the functional title remains the same. Some common level dependent titles you can look up are Manager, Director, Vice President, Partner, Assistant Vice President, Administrator, Administrative Assistant, Executive Assistant, COO, CIO, CEO, CFO, Office Manager, Project Manager, Communications Manager, Department Head, Secretary, Entry Level Employee, Personal Assistant, Regional Manager, Managing Director, Senior Vice President, Associate, Analyst, Consultant, and so on.

5) You have a right to a job description. While this should be provided to all employees in writing at the beginning of a job, its usually verbal, or by request, or not at all. A job description simply says what you are supposed to do and serves as an official document. While it's meant to insure you against abuses like hiring you to take dictation and instead claiming that you should also be digging ditches, job descriptions actually help at raise time. They act as a marker of what was expected of you verses how you went above and beyond the call of duty. Beware, job descriptions change with time, almost at the drop of a hat. Plus, most include these elastic clauses claiming that in addition to the tasks laid out in writing above, it is also your job to do whatever else the company requires of you. It sucks, but it's true.

Finally, just remember that failing to show up for work or working fewer hours as an ultimatum will never settle the dispute. You'll simply get fired. My generation, the Gen-Xers, tend to be very poor at this. We feel the world owes us something and what better way to get that something than from an employer. The truth is, the world owes us nothing. The employer owes you only what is promised, and what is promised is usually not a simple matter of workload OR of time factor, but both. You are not just getting paid to do those tasks; you are also being paid to be there a certain number of hours per week, minimum. While payment for your time should be a WAGE and payment by the task should be SALARY, too many of us, including employers, mix the two in together. They are separate and distinct and should be honored as such.

Answer 2

The best thing you can do is approach him and explain your opinion with him. I think you are right, if you are doing more than the last person, you deserve more pay. Be prepared for his side, though. He may think he can get someone else cheaper, so be careful how you play your cards. After you've explained and he still says he will not pay you more, when he adds a new task, ask him how much is it worth to him? You might be better seeking a new job anyway.

Answer 3

You have just about answered your own question, there is no way your situation will change if you do not act.
If you feel he is taking advantage of you then you have two choices, move on to a new employer or raise the concerns you have listed above with your boss.

Answer 4

Since he seems to be giving you extra responsibility due to the fact you are better than the last employee ask for a raise. Since you are being assigned more work you deserve more pay.

Answer 5

It's all in how you say it. At a un-stressed time, (if any), ask your boss about your performance. If he is pleased, he will say so. Tell him thank you for the complement. Then you can ask if there is a possibility for an increase in pay. As far as the work load. If you do it he'll keep piling it on. Don't kill yourself.

Answer 6

I think you took a job to work so many hours at a certain rate of pay and you should expect to be given enough work to last you that many hours, efficient or not.

Answer 7

Pl tell the boss frankly when he is in mood that u want to join another organisation as u will get more money and see his reaction...

Answer 8

write a memo/letter... be precise. outline the job requirements, list the "over and above" items.. and ask for compensation. Send a copy to Human Resources. Please keep it professional. it's not meant to be a complaint letter, but a letter requesting a raise in salary.

Answer 9

If you are really that good, then others will see your value. Go to work for them.