Well, the solution here is simple. Thank grumpy for his honesty, put him back on regular tasks, and bring in the next guy from the bench.
If someone is not interested in a project like this and there are other people available then it is in everyone's interest to put the people on the project that are most interested in it. Giving grumpy a raise is not ...
My response to them saying those numbers are wrong would be to say that that's the reason I'm bringing this to their attention - their idea of the salary range and my idea of the salary range for this position are apparently at odds.
At the end of the day, you're looking for considerably more than you're getting, and you believe others are able to offer ...
Would it look bad on me if I left so soon after getting a raise?
Look bad to whom? Your current employer? If so, I would say yes, after giving you a 15% raise, you leaving shortly after will leave a bad taste in their mouths. But if the opportunity is worth it, do you care?
Should I ask for them to renege the raise and give my manager a heads
Keep in mind if you don't offer at least a 2% raise, you're actually paying him less due to inflation. Are they doing less valuable work now than they were 12 months ago?
Plus, a programmer early in their career quickly becomes more valuable, so their worth increases more quickly.
Don't think about this in a moral sense (i.e., does this person "deserve" ...
Therefore, if my new salary is between A and (A+$950), should I
Assuming you are able to request raises, it would seem to make a lot more sense to request (A+$1300).
You can use your argument about the net loss due to higher insurance costs to bolster your request.
Never let talk of budget considerations stand in the way of getting ahead. Without you they have no team and they're currently not having to pay a manager who I assume was making more than you.
The thing about leverage is that it's often temporary: you use it or you lose it.
If your responsibilities and tasks will increase, your pay should at the same time,...
The company gave you a raise because of the value you bring. Instead of feeling guilty, think of how you can add even more value to the company.
In such a difficult time, instead of internalizing negative energy, try to project positive energy.
This is something that should have been prevented, not dealt with after the fact. I'm sorry but if you (as it seems, without any kind of previous warning) suddenly change the direction of the employees personal development, and get surprised when this is not the same direction the developer wants to progress towards, the problem is not with the employee.
This is business, not personal. No one did you any favors. They didn't give you a raise because they liked you. They gave you a raise because they figured that if they didn't you would leave for more money, and it was cheaper to pay you more than replace you.
You have been offered a position that you feel is a better fit. If it is more attractive than your ...
So, I called the two oldest and most experienced developers I have on
my team and presented the project to them. While one of them seemed
really interested in it, the other one was a bit... grumpy, to say the
You made a choice to ask the two most experienced developers to take on the challenge. If the one who declined the task had done so ...
You get pay raises based on your past performance, not on your potential future performance. You don't know for sure if your idea will achieve a certain outcome.
Good performance is not just having genius breakthrough ideas. An employee that has great ideas but withholds them from others for glory/reward is not valuable to a company. What is valuable is ...
Being blunt here: If you'd come to me and say "Hey, I have a great idea that can save us tons of money, but I need to see some cash before I will talk about it", I'd fire you on the spot. This feels like blackmail to me and I won't have it regardless of how much money is at stake.
However if you show with a detailed record of your achievements: "Hey boss, ...
First, talk to your wife. Whatever you do, if you do anything, you need to be able to act on anything you say. For example, if you ask for more money and you are indeed granted a raise, you have to follow through. Having your wife object after that would be career suicide or major trouble in your private life.
Parental leave is your privilege. Distributing ...
I am fairly certain that HR will hear my salary request and tell me my numbers are totally off-base compared to the company's research. What is a productive way to reply to that?
Is there a productive way to reply?
Regrettably, probably not.
If the company genuinely has research to support their position, your informal conversations with unknown others won'...
Let me play the devil's advocate here:
Your company have taken up a work they have absolutely no competences in.
This work is in a field that is very much different than most of other fields in software development. This ain't your regular "learn new programming language", this is heavyweight math that even most full time mathematicians fear.
Your company ...
If this job is offered at your own company, you have to decide: Is your own salary too low, is the salary offered too high, or both? And consider this is happening at the worst possible time (April 2020).
If your own salary is too low, then try finding a better or much better paying job elsewhere. If you find it, you take it and leave. Don’t consider any ...
If it's not in writing, you'll have a hard time making a case for it if they "go weird" on you.
A reputable company never has an issue with putting a promise in writing. A company that has an issue with it is probably not one you want to work for, anyway.
Apply for the other job at your company.
Write up your resume and a cover letter, make it clear that you're currently employed with the business in them, then either send it through the internal job system if your business has one, or send it in through the application process like any other applicant if you don't. It's not uncommon for businesses to have ...
I'd definitely make a point to keep asking for a raise. Your performance and experience are increasing year of over year (at least they should be). Additionally, the more time you spend at a company the better prepared you are to handle the problems unique to that organization, further increasing your value to that company.
However, keep in mind that ...
Project based budgeting is common. Look at it from their standpoint (regardless of the reasons it's failing).
You've asked them to increase an expense on a project that's already hurting. Companies that don't make profits don't give raises. For those that do project-based budgeting, it's not all that different.
The bottom line is that there's nothing you ...
I just want to elaborate on the other answer.
Salary is not a reward for effort.
Your boss was willing to pay you $19, until he was sure you were worth $21.
If you are punctual, and do an extreme amount of hours, that doesn't mean you should automatically qualify for the extra $2. Conversely, if you are late a few times, and do the bare minimum of effort, ...
I'm not tone deaf to how many people are losing jobs and having a hard time right now. I don't want to be announced as getting a promotion plus pay raise when others are struggling.
There is some reason to your interpretation, but counterpoints can be made. For one, you enabled working from home for several teams, which means the company can remain ...
They offered an extension, it's perfectly within your right to make a counter. Just let them know that you've enjoyed working there and that for $X amount you'll be happy to extend the contract.
Negotiation is a learned skill. However one of the intrinsic rules is that the side which needs it less will generally win. So, no matter what, you need to be ...
Accept the promotion, the increased responsibility, and the lack of raise.
Learn the new job (probably will take 6+ months).
Once you're good at it you can look for a new job.
Note @Kilisi's answer
From the comments, @crueltear may have phrased it better:
Accept the promotion, and look for job elsewhere (1 then 3)
Since you say you don't want more salary yourself I'll start by addressing the question at the end of your post.
Can I mention anything about the interns pay?
Treat your knowledge of your colleague's salary the same way you would treat any other confidential knowledge: don't disclose it and don't discuss that you know it. That information belongs to your ...
This isn't just a "tactic". If the new offer turns out to be the best one, I will take it.
It sounds like you are more than willing to leave if your current company doesn't offer you the same salary. Make sure this is the case before mentioning a competing offer.
It's entirely possible the response from your manager will be, "Sorry, we can't afford that" ...
On the one hand, I don't want to give him a raise in his salary, just because 12 months have passed. On the other hand, I don't want to simply say "no", because this might make him feel bad, and he has done really good work.
From your employee's point of view I doubt he is viewing this request for a raise as being simply "because 12 months have passed" but ...