My designs on getting a pay rise in family firm have drawn a complete blank
For five years I have worked for a small family-run interior design firm. It has many rich clients and is doing very well.
I joined as an administrator. Art is my hobby, and because I am artistic, I quickly found myself advising clients on designs, fabrics and colours.
In addition to my artistic eye, my customer service skills are excellent. Many clients ask for me specifically, in preference to the family members.
Apart from dealing with clients, I still have all the admin work – from answering the telephone to processing orders – and most days find myself working 10 hours or more.
My job is very fulfilling, but I am becoming increasingly resentful. Although I took on the design side willingly, my long hours and extra work are now expected. But the main source of my resentment is that I have not had a pay rise in all the time I have been there. Every year, on the anniversary of my joining, I ask for one and am told the firm cannot afford it (I know that is not true, as I see the books and the family members live lavishly). I have twice been given a £1,000 bonus, but apart from that I am earning exactly what I started on five years ago as just an administrator. I’m in my 50s, I’m in the best job I have ever had and have a large mortgage. I can’t just leave.
Jeremy says
Small, family-owned firms all too often operate a two-tier remuneration system; if you’re not one of the family, you’ll always be treated as a second-class citizen. This happens because they find it almost impossible to make any clear distinction between work and home.
I doubt if they ever look at the business as if it didn’t belong them, and then work out what they should each be paid if they were employed from outside. Entirely legally, the line between living expenses and working expenses becomes blurred – because, to them, it’s all “their money”. It’s a common enough attitude and more or less understandable. But it means that all other costs – and that, of course, includes the salaries of non-family employees – are looked at with a scrutiny that often merges into meanness.
In bigger companies, with outside ownerships, bosses can recommend their people for a rise without feeling that, by doing so, they’re directly denying themselves. With family companies, every £100 that goes outside the family is seen as £100 less for the family.
In your case, and looked at through their eyes, they’ve got an absolute bargain. Someone they took on five years ago as an administrator turns out also to be a talented adviser – and all for the same money. And, they sense, even if she feels under-rewarded, she’s not going to leave.
You may, however, have a slightly better hand to play than you may think. They must know how valuable you are – and would be genuinely extremely sorry to lose you. So I suggest, rather than simply ask, yet again, for a rise, you make some business-like calculations. Look at the growth of the business over the last five years. Look at the increase in admin workload this has necessitated – for which your salary has remained static. Then look at the additional work you’ve undertaken as an adviser to clients – and calculate, conservatively, what such a person would reasonably expect to be paid.
When you see the family, please try to cover up any hint of resentment. Make no secret of your enjoyment of the job. Take them through your calculations. Say you can quite see how the gradual increase in your contribution, with no change in job description, has made it difficult to assess your increased value. And then ask, quite specifically, for a specific rise in pay. Leave them with this in writing – and don’t even hint that you might otherwise leave. I’d be surprised if this rational and considered approach didn’t achieve your desired objective – and leave you enjoying increased respect.
Readers say
• “Family” is the key word here. Your role is that of family servant whose goodwill and skills can be called upon indefinitely due to your perceived – and well demonstrated – uncomplaining loyalty. You have slotted into a seductive but demeaning role because you like your work and you feel needed. You are, in fact, the perfect servant. ID6481705
• Drop down to an eight/nine hour day. If your employers complain, be frank about the fact that you only took on additional responsibilities because you expected additional remuneration. After five years, you can safely point out that this has failed to happen and you can’t be expected to continue on that basis. Porthos
• They haven’t given you a pay rise because they haven’t needed to. The fact that you’re still there shows that you’re prepared to work for what they can get away with paying you. Your only option is to call their bluff by handing in your notice (and being prepared to go through with it), explaining that you love the job and the company, you don’t want to leave but the increasing cost of living means you feel you have no choice. If they value you they’ll offer you more money. monsterchild
At 47, I have just discovered that a 17-year-old trainee is getting the same daily rate
Last week I was training a new colleague and she accidentally showed me her payslip. She is 17 and in training, carrying out the same duties as me, and has been working with us for six weeks.
I am a 47-year-old account administrator and secretary of 20 years’ standing and have been with this company for the past year. The wage slip showed that she is on the same daily rate.
I just don’t know how to deal with the situation other than leaving – which will obviously put me out of pocket.
Jeremy says
You say she’s “carrying out the same duties” as yourself. I can’t believe that’s accurate. If you base your case entirely on length of service, it will be a weak one; and anyway, almost certainly sells yourself short.
You mustn’t seem outraged that a 17-year-old should be on the same daily rate; instead, use that knowledge as evidence that the company clearly underestimates your value. When negotiating for a salary increase, it’s nearly always better to avoid making overt comparisons; rather, concentrate on making the positive case for yourself. With your 20 years’ experience (which is why you’re able to take on training responsibilities, for example) you’re worth more than you’re getting. Don’t be afraid to name a figure.
Readers say
• I am assuming that, until you’d seen your colleague’s payslip, you were happy with the money you were getting. So what’s changed? I appreciate that situations like this inevitably make us think about how valued we are, but unless you really do feel like you’re being short-changed, perhaps it might help to rejoice in the fact that you work for a company that does not take advantage of new employees who are training to pay them less. existential42
• If you’ve both started the same job within a year, it’s reasonable you’re both paid the same. It wouldn’t hurt to ask your manager about the policy around pay. Maybe you’ll be in line for a rise now you’re competent, and training someone else. clouds9
Do you need advice on a work issue? For Jeremy’s and readers’ help, send a brief email to dear.jeremy@theguardian.com. Please note that he is unable to answer questions of a legal nature or reply personally.
