Should I try and negotiate a pay rise, or be arguing for a larger training budget?
For the past few months I have worked for an arts organisation in a junior role. A few weeks ago my manager, who started working there a few days after me, left suddenly. Part of their role was highly specialised, but due to initial difficulties with recruiting the job will not be readvertised. The plan is for me to take on what responsibilities I can, while an external agency will assist with the specialised aspects.
I will manage this agency, taking what opportunities I can to learn from them, and the situation will be reviewed in a few months. Obviously, this is all very exciting for me career-wise – I never imagined I would have so much responsibility so quickly.
My question is, how do I make the most of my position? A pay rise may be in order, but should I keep my head down until everything is settled and I have a stronger hand? I’m on a temporary contract, but have been promised a permanent one at the end of this year. Is it best to wait until then and argue for quite a significant pay increase, or considering that I am early on in my career, should I be arguing for a larger training budget and more time to develop these specialised skills?
Jeremy says
I do think you need to be a little wary. Rather than replace the departed manager, your employer is proposing a slightly makeshift arrangement in the hope that, over the course of a few months, you’ll be able to learn enough on the job, and from working with an agency, to fill the role yourself. In effect, you’ve been put on probation with the odds very slightly stacked against you.
Yes, this is both flattering and exciting, but it’s also asking a lot. The biggest mistake you could make would be to appear overly confident in your ability to deliver – and then meet problems.
You certainly shouldn’t immediately start negotiating for a raise. Instead, do a cool analysis of what will be expected of you and identify any areas where you think your inexperience might make life difficult. Do it now, rather than wait for any setbacks, and share it with your boss. At the same time, request any extra help or special training that might get you through this challenging time. None of this need sound like a lack of confidence or enthusiasm – instead, it should be seen as a thoughtful response to a demanding brief.
Ask for a precise date for the review the company says it wants, and only when you’ve come through that unscathed – and hopefully with flying colours – should you raise the matter of reward. If all is well, your boss will raise it first.
Readers say
• They’re willing to give you a promotion but not a permanent contract? I wouldn’t expect to keep the role come the end of the year. Learn as much as you can in the timeframe. TomBridges
• Go for the training budget. Investing in yourself is the best investment you can make, and if you can persuade someone to pay for you, it’s the best possible thing you can do. GreatLizard
• If it is definitely going to be reviewed in a few months, have a long list of notes about suggestions for improvement/what you’ve achieved so far which is so brilliant. Cover your arse and demonstrate how you add value/prove your worth. FatherChewyLouie
• I’ve seen this kind of thing happen so many times. A person is “promised” a permanent contract while covering management duties – then miraculously, as the contract end date looms, the company hires a new person. Yes it’s illogical. Yes, it’s stupid. Yes, it happens ALL THE TIME. bjam99
• Make the most of the opportunity to gain experience. There’s no need to push for a big pay rise now, but you MUST get the “promise” of a permanent contract and review of pay in writing, now. A vague “promise” isn’t enough. Quake42
I’ve increased our company sales massively, but am only being paid £20,000 a year
I am a sales and marketing manager. I got the job in February last year and I love it – it’s creative, I have flexibility, I’m not micro-managed, and I am challenged. My difficulty is I am paid £20,000 a year, which isn’t loads.
I have increased sales over a lot of different areas and sectors: web sales are up 50%, we have at least 30 new customers since I began, and those who have been trading with us for years say they have spoken to me more in one year than to others over 10.
The sticking point is that the business is aiming to become a cooperative. If we buy out the founder then we will have a share. But this is projected to be in five years, and I would find it very difficult to be on £20,000 in the meantime.
When I asked my boss about pay reviews, she basically said they didn’t do them, and the only thing being considered was that the “living wage” was going up. Therefore, I am considered to be one of the more well-paid members of staff. But I’m doing a lot to grow the business, and it needs me to do so to try and buy out the founder, which will benefit us all.
Jeremy says
I suspect your boss may not be being altogether open with you. That’s not to say that anything sinister is going on, it’s just that when employees are hoping to buy out the founder, certain complications often arise. For instance, the more you build the business, the more valuable it becomes and therefore the greater the price it may command, which may not suit those planning the buy-out.
My advice would be to ignore the planned buy-out and the living wage issue and simply concentrate on the contribution you make and your relatively low salary level. Do everything you can to establish an average wage for your equivalent role in comparable companies – and point out the discrepancy, in writing, to your boss. With your sales achievements as a matter of record, you shouldn’t find it difficult to land a more conventional job elsewhere – at a much better salary, and with regular reviews.
Readers say
• If you have a strong case that you are worth more (this also depends on how many fees your accounts are bringing in), the obvious choice is to look for a new role in your sector. If you then have an offer on the table you could always use this as leverage to increase your current salary.
Being active in the market should, at the very least, give you a clearer picture of a benchmark salary for someone of your level of experience in your industry. For a business not to do pay reviews is unacceptable and it is unlikely it will retain employees this way.
Do you work on a commission-based structure which will allow you to increase your overall salary? This might suit you better if you would like to be financially compensated for your successes. imfeelingmad
• Bring your customers to me and I’ll pay you £40,000. lewilewis
• If you’re good at sales and being paid £20,000 you’re being ripped off. Start applying for jobs tonight. vn58hrw
• Explore what alternatives are available. Either your applications lead to interviews and then to offers, or you aren’t as valuable in the job market as you think you are. moneyallgone
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 to reply personally.
