How does a person argue salary and bonus effectively based on performance and growth?

Question

I am a district manager with a cash advance chain. I was recently promoted on October 27. My home branch is at least double what every other branch is as far as cash receivables and customer count. The branch that I took to supervise in October was last in the company and now is second to my home branch. I did not receive a bonus as promissed for Christmas, then the owners said they felt I deserved "part" of a bonus. Still nothing I have been depressed, disgruntled and angry all week. Need advice, I am having a meeting with them this week. The employees in the branch I took over despise me because I make them work, have told the owners that I "exposed" myself to customers and "undressed" in the store, that I am rude to the customers, that I behave in a manner that is embarrassing (lies of course) and the owner let them keep their jobs, when he should have fired them AND gave them $250 each for their Christmas bonus a week ago due to their phenomenal growth. I was overlooked.

I am certainly NOT a slave driver, all I ask is that they do the work the agreed to do before they accepted the job. I come to work smiling and cheerful, joke around and get the work done too.

Their comments about "exposing" and "undressing" I can only guess were made because they are probably a little envious of my appearance, compared to theirs, sounds outlandish, but that is the only thing I can come up with.

Answer 1

My first question is: Did you get their promise of a bonus / salary increase in writing? If not, then you'll have a tough time making your case with them. If you have reports on the profitability of each branch compared to yours, then the numbers should speak for themselves- though you should be prepared to point out the differences in income and productivity.

I understand your anger and frustration. Considering all you've written in your post, do you really think you'll come out with a favorable outcome with the owners? Even though you deserve a bonus and raise (based upon the information provided here, and without my knowing your employees or owner's points of view), does it really matter? It sounds to me like you're trying to force them to see your value. You bust your *** for bosses that don't appreciate it and deal with unhappy / spiteful employees daily.

Frankly, I'd start looking for another job. I'd maintain the same level of professionalism to the end, but would find another gig, give them two weeks notice and move on. You should not have to argue the obvious with your employers. They've already made it clear by their actions where they stand. It may be difficult to leave on an up note with these people, or explain why you left your last job (you can be honest without bad-mouthing them).

Right now, this job has too much power over you. You aren't happy or appreciated. It is OK to move on, you don't have to stick around. Whatever happens in your meeting, be gracious and professional. Don't allow yourself to be rattled. Carry with you the knowledge that you don't have to stay with this company and that you're capable of being productive and happy someplace else.

Answer 2

It sounds like you did get performance, but you got it at a cost, which was respect from your workers. Even though those employees lied, there were still issues that surrounded you, and a manager that uses a more positive approach would have earned the respect of the employees while getting good performance. You seem to be stuck in the "command and control" era of leadershipl, and that just doesn't work. You are failing to see your role in the problem, which makes you a liability to upper management. You might want to ask upper management if they will pay for a 360 assessment for you (if they don't already have this available) so that you can get good crticism from those around you. Look at the feedback in a positive light, and work towards changing your attitude and the way you treat your employees. Noone wants to work for a slave-driver.

Answer 3

The comments your branch employees made about you seem strange (undress and expose yourself?) I think there is serious issues between you and your people and between you and your boss. Private companies can be like that sometimes and once they label you, it's not really worth fighting. My suggestion is to look for a better job. Your industry is really growing and if you look you will find many companies need your skills. Make sure to have your resume polished by a professional. Instead of being sad about this year's bonus, let go of your past and aim for something bigger for the next year. Go to a larger public company (bank, etc.)

Answer 4

Well you have to understand that getting a bonus is not mandatory. This is what the law would say, also raises are not mandatory. You could argue that it was promised to you and that by telling you fibs was to keep you at the job. I dont think so, this is actually a luxury that most people dont even get. I'm sure you make good money and if you can afford it, you can threaten to quit but what if they didn't think you were that good enough to get a bonus? Just keep the job, see if anything is better for you out there then move in to making threats,

Answer 5

Ok, it sounds like we have some issue here. First and foremost, your employees must learn to trust and respect you. It is up to you to foster that reatlionship and to build them up. After you have done this and they still act like kids, then guess what, see ya later. There is no room for toxic employees in any field. Another problem that we have here is lack of recognition by your superiors. Not only should you demand respect from your team but you need to demand respect from your boss. I don't care what advice you will recieve, if you don't feel the love, you gotta go. I think that after your meeting things will get clarified. A promise is a promise, if they said you were getting a bonus, then you need to get a bonus. I am in management, have been for years, I also have studied it in school. This is the bottom line, you obviously have proven yourself, they have not held their end of the bargin. You need to give them a total of six months. If you see no changes then you leave. Also, communication is key, find out what they expect from you but in turn you need to let them know what you expect from them. Good Luck!

Answer 6

It is easy for me to give advice because I don't know your financial situation but in short - move on (or at least prepare to). It sounds like you have the skills to effect positive and profitable change in your organization and have proven it. If you were to stay, I would suggest sitting down with the management to express to them that you are not achieving your financial goals and would like to negotiate a win-win for both the company and yourself. You then should realistically outline your performance targets and what they mean to the organization (preferably financially) and what you'd like for a reasonable bonus (no more than probably 30% of your salary but could be as high as 50% with some stretch targets). Articulate how it is a financial win-win for both parties. With that said, I think it is OK for you to ask about your performance to the management. Based on what you said, they may not feel you've achieved what you've said you have. You need to know where you stand. Regardless of those things - if you are a DM and don't have the authority to get rid of people on your team for valid reasons and you've been treated badly financially then it is time to plan your exit and start looking for a new job. Your qualifications and history of success should be highlighted on your resume.

Hope this helps.

Best of luck.

Answer 7

Remind them of what you have been promised. Also talk about the problems you are hvaing with your employees. Do not be rude and badmouth them, but tell your side of the story. Also, if possible, bring any information with you that might show them how you have improved the business since you have been employed there.