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This made more sense when employees had less mobility between companies and companies committed to keeping and developing their own internal candidates. Take one for the team, play ball, and you'll be rewarded when the opportunity comes.
Now it just seems like a way to ensure your employees can pad their resumes while searching for another job that actually pays them a salary commensurate with those responsibilities.
Now it just seems like a way to ensure your employees can pad their resumes while searching for another job that actually pays them a salary commensurate with those responsibilities.
Heh. Worked for an employer who defended their below-average pay scale by saying that "time with this company looks good on a resume" or words to that effect. Couldn't understand why their employee retention was terrible.
You absolutely take it and then ask for a raise in a year or two after doing the work well and if you don't get it use the experience and title to get the raise at another employer. Unless you are at the very end of your career the opportunity to do higher paid work without the pay in the short term has substantial long term value.
"I'll gladly pay you Tuesday for a hamburger today" is no way to run a business.
"Hello, Widget Co.? We're expanding production - need 15,000 widgets delivered next month, rather than the usual 10,000. We'll still be paying for 10,000, though. It's a new concept, called a 'dry order increase', and if you manage the extra deliveries, we'll eventually pay for all.. Hello? Hello, are you there?"
Typical Corporate America today. Keep throwing the hay on the back of employees and give them "titles" but no extra pay increase. Thats not a promotion.. Thats just more work being thrown on you and employee abuse. This is why unions need to make a huge comeback
Muy company went Union a couple of years ago.
I have been a Foreman and even Project Superintendent on some Projects.'Now I am called Foreman still but not in the Union Foreman pay range which is s good deal more.
I am paid only as a Journeyman yet I still have all of the same responsibilities that I have always had.
With company just under 18 years with a good success record and reputation.
Meanwhile another that has been in the Trade 6 years and had to test 9 times to finally beat the odds on passing his Exam and only has one year actually working in the Field makes the same as I with 43+ years.
Almost every mid to high level executive, tech lead, team lead, etc worked countless unpaid overtime hours, accepted tons of additional responsibility and accountability without additional salary, and di so all in an effort to run the rat race faster than their competition...in order to move up the ladder.
It used to be you proved your worth and then got rewarded for it, and now people seem to think you should get rewarded up front and then you'll be sufficiently motivated to do whatever the job description of the new position and salary is, and the employer needs to gamble that you'll actually do that with no real idea of whether you can or will actually pull off that new level of work/salary/responsibility.
The Age of Entitlement. SMH.
Completely different thing. Some professions come with the expectation that you pay your dues while climbing the ladder. But that's not the same as being "rewarded" with a new title.
I'm fairly senior - as in, my job title has both the word "senior" and "manager" in it - in a company large enough that 99% of people on this board have used its products.
I got there by taking on more responsibility as it came my way. But I have never had to report to someone who'd insult me by pretend-promoting me. It was more on the line of "Jim left, we need to keep his tasks at least somewhat covered, and you're the one with the relevant skills. Will you do it? We'll find a way to make it worth your while." And they did. Be it a small bonus, extra PTO, going to a professional conference, RSUs or the like. Or - gasp! - an actual promotion, with pay raise and larger office.
And as for titles, put "Great Panjandrum" on the org chart, couldn't care less.
A Danish retail company was (in)famous for hiring new graduates as "management trainees" instead of the junior employees they were. They'd give them a ridiculous workload (and no training in management skills), then wait for them to either burn out or realize their situation and leave.
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