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Hi, I've found myself in a bit of a pickle with a job offer and I was hoping to get some advice. The company I work for approached me today with an offer today for me to take on a new role with some significant new responsibilities outside of my current position. While these new responsibilities are more along the lines of what I want to do in my career, I will have to continue my current role and responsibilities as well, despite the fact that the new responsibilities will take a significant amount of my time and require near weekly plane travel. When I inquired about what the compensation would be for the new position, as I wanted to get all of the information before making a decision, I received this answer: "Proven performance in the role needs to be seen as we try out the new structure before adding compensation to the discussion. A compensation consideration in the March/April timeframe will be based on the performance in the position through the next six months." I want to take on the new role, but I don't want to be put in a position where I'm taking on a lot of additional work and responsibility while not receiving any compensation for that extra work. Moreover, because they haven't given me a number, at the end of the six months my employer could just as easily tell me that there won't be any change in compensation at all, which is also not a situation I want to find myself in. Do I refuse to take the position unless I see hard numbers, and possibly get passed over the next time an opportunity arises? Do I take the position without additional compensation for my work and hope that after six months that I will receive a salary increase that will make it worth it? I'm really unsure on how to proceed, and I could use a hand. I'm expected to send an e-mail on Monday with my answer.
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Jul 23, 2016 10:58
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| # ¿ May 22, 2024 06:41 |
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swenblack posted:The generic advice is to push back and refuse the position unless there's an increase in compensation relative to the increase in responsibilities. My current position is retail management - I am the GM of a 14,500 sf liquor store with a staff of 25, which makes me fairly replaceable - retail management isn't exactly rocket science. I've been very successful at that role however, so it sounds like one of the reasons that management wants me to stay in my current position as well is that they are afraid of taking a chance on another manager. The location I manage is relatively remote compared to the rest of the stores in the company, which means that I operate with a lot less support than other stores in the chain. Opportunities like this don't come along often in the company, as there are very few places to go above store manager in the organization. I'm a little sideways in my career right now - I'm a certified specialist of wine and certified specialist of spirits, and most of my interest (and skills) are in product as well as staff and customer education rather than management. The new position would allow me to use those skills a little more. What I'm concerned about is that I'm being asked to continue to manage the store, plus take on all these additional responsibilities with no additional compensation. Edit: Heck, here's the e-mail, in redacted form: E-Mail from my boss posted:paradigmblue, paradigmblue fucked around with this message at 18:51 on Jul 23, 2016 |
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Jul 23, 2016 18:40
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swenblack posted:Unfortunately, I know absolutely nothing about your industry, so I'm defaulting to my generic advice. The only thing I do know is that in any field, good managers that take care of their employees and solve their own problems are irreplaceable. Your leadership's reluctance in hiring another manager is objective evidence of your (ir)replaceability. Negotiate with confidence. Great, thank you.
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Jul 23, 2016 19:56
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Thank you all for your insight - you've convinced me that I do need to push back a bit on this before accepting the position. Let me know how this sounds: "Thank you for offering me this new opportunity at [company name]. I enjoy working at [company name], and in my current role I'd like to think that I've been successful. I oversaw the opening and daily management of a 25 staff store generating 9MM in annual revenue, including performing staff development, sales tracking and inventory management. I've developed and implemented weekly wine education seminars and tasting programs that educated crowds of up to 50 attendees on wine history, regions and tasting concepts. I created the sales metric tracking workbook in coordination with Friedman Group that is now used company wide. I've written tasting notes for our private label wines used by the entire chain of 200+ stores. Trying to translate that success into this new role is a risk that I'm excited to take, and I'm grateful for the confidence that you place in me, but given the extra responsibilities that will result in additional hours and travel that will take me away from my family, I'd hoped that the compensation would be commensurate. Given the circumstances and my past performance, I believe a pay increase of $3,120 annually would be reasonable. If this is something the company can work with, I'd be happy to work at that rate for the first 6 months and at that point, we can sit down and review my performance in the new role against projections and a defined list of expectations."
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Jul 25, 2016 02:41
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antiga posted:I don't know what your salary is or your location, but that sounds like a very low ask. It would be better to ask for more and be able to fall back on that. I currently make $67,496 annually. $3120 would be about a 4.6% increase. What should I ask for? 10%? My location would give away the company, but the cost of living index is 133 here. The executive that will ultimately make the decision is a real pay-for-performance type. Would it be better to ask for 5% now and another 5% in 6 months contingent on my performance? Amount aside, does the wording sound ok? Am I talking too much about accomplishments unrelated to the new role? Thanks again for the help. paradigmblue fucked around with this message at 03:55 on Jul 25, 2016 |
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Jul 25, 2016 03:49
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Thank you Dik Hz and CarForumPoster - I wish I had refreshed this thread one more time before I hit send on the e-mail! This was my final version that I put out there, I'll let you know how it goes: paradigmblue posted:[Regional Manager] and [Executive VP], CarForumPoster posted:What does glassdoor say similar roles make in that area? $67,000 seems low for a retail GM, especially if you come with a degree, VERY low if that degree is in finance or an MBA but this is not my area of expertise. Sadly I played way too much StarCraft in college and never graduated, so I have that working against me. While 67k may seem low, I'm almost certain that I'm among the highest compensated store managers in the chain. CarForumPoster posted:Also, google how this conversation goes. They are tense for me and I am generally comfortable interviewing. My palms got sweaty and my heart raced just getting up the nerve to hit the "send" button. I'm terrible at being assertive, so this was really hard for me. We'll see what happens.
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Jul 26, 2016 01:54
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Welp. Just got off the phone with my regional manager. The executive VP is not willing to provide any additional compensation for the position. I now have until the end of the work day today to decide if I still want the job.
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Jul 27, 2016 18:49
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| # ¿ May 22, 2024 06:41 |
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Dik Hz posted:Accept it and start looking. Accepted it. Anyone looking for a kickass wine and spirits sales professional?
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Jul 28, 2016 03:43
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