https://www.evilhrlady.org/2021/04/stop-waiting-for-your-employees-to-ask-for-a-raise.html Everything to make HR better Tue, 27 Apr 2021 21:06:21 +0000 hourly 1 https://wordpress.org/?v=7.1.2 https://www.evilhrlady.org/2021/04/stop-waiting-for-your-employees-to-ask-for-a-raise.html#comment-230253 Tue, 27 Apr 2021 21:06:21 +0000 https://www.evilhrlady.org/?p=6239#comment-230253 I just found a job at an equivalent company making 30K more than what I’m currently making. My current company is upset, I’m being told that I’m the lynchpin holding everything together and they don’t know what they will do without me. They’ve made a counteroffer that will match my new salary. I’m still not staying, if the only reason you will pay me what I’m worth is if I state I’m leaving means you really don’t value me enough to pay me a fair salary. They are surprised I’m leaving, but after telling them for a year that things need to change because the workload was untenable didn’t make them change anything why would I want to stay? They didn’t treat me well until I resigned.

]]> https://www.evilhrlady.org/2021/04/stop-waiting-for-your-employees-to-ask-for-a-raise.html#comment-230235 Fri, 23 Apr 2021 15:33:44 +0000 https://www.evilhrlady.org/?p=6239#comment-230235 Why? Most companies actively try to keep salaries as low as possible. It’s all about the bottom line. I can’t think of a single company I have ever worked for that would voluntarily increase a salary unless it was a tiny crumb tossed during a yearly review (to show how much they value you!) or after the employee threatens to quit. It’s a nice thought but not realistic for the US (for the most part, I’m sure there are a few companies floating around who actually want to do the right thing and keep their staff happy,)

]]> https://www.evilhrlady.org/2021/04/stop-waiting-for-your-employees-to-ask-for-a-raise.html#comment-230231 Fri, 23 Apr 2021 10:58:35 +0000 https://www.evilhrlady.org/?p=6239#comment-230231 I agree that salary reviews should be automatic and should include facts such as market rate. My agency has a rule that raises — even ones that come with big promotions — are limited to 10%, 15% in extraordinary circumstances, with zero consideration of market rates, inflation, etc. The result is that employees like me — who experienced a meteoric rise, from an entry level position to one of four subject-matter experts nationwide — end up more and more underpaid over time. New hires and subordinates all make more, substantially so. My other three peers all make a lot more, having worked their ways up over decades, while I came in later and progressed much faster. I’m regularly ranked as the top performer in our annual Pay for Performance process, but remain at the bottom in the salary range for my position. Thank God I love my job! 🙂

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