Any tips for helping to get operations work recognized? I’m officially in ops but cover programs, business, and catch-all organizational needs. In the last year we rebranded and scaled 500% (staff, program offerings, funding) and I was the sole employee covering organizational ops at 100% during that time. When I proposed a title and compensation review, I was told I didn’t achieve enough impact. Unfortunately skills in project management and operations are not weighed heavily in comp reviews.

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My first industry job I was the first software engineer at an OEM startup. We built a revolutionary industrial machine in 2 years. They wouldn't give me a raise even though I'd earn more stocking grocery shelves. I left and my salary went up 3x. They had to hire two consultants to replace the work I was doing, which cost them about 14x my salary.

5 years later at a much bigger established OEM, I joined the day of the covid shutdown so was only in office the first day. After 3 months the director left and my manager didn't want to deal with his former boss' work so moved to a different department. Leaving me with a build ops engineer and a former QA engineer, reporting to a manager at a different site. I had a deal with the director and my new manager that I could work overtime with legally required 1.5x compensation, as long as there was a high workload due to lack of new headcount. With everything closed during pandemic, I didn't mind and worked 60 hours most weeks, supporting 3 sites across the world. The next year I got promoted with a 8% increase, but no more overtime. Practically a 27% pay cut compared to earnings the year before. As there was still no new headcount and only working on fighting operational fires would make me invisible, I moved on and 1 year later my compensation was up 58% compared to what they would've paid after the "promotion". Their DevOps team is now mostly a revolving door of contractors.

Point is, if you show what you're worth but they don't take it seriously, they'll end up spending a lot more to hire consultants when you leave to a company that will take your value seriously.

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Appreciate your advice, thanks PDE1

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Find a new company. If they can’t see the impact you made working as a 1 man show they never will.

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I’d look for another job tbh. Or start your own business. I’d go so far as to create a competing company if you’re up for it.

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That’s the dream, CEO 1! I’m getting some coaching to make the leap but I’m not there yet

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Sounds like they are revenue focused and see you as a cost center. Given market conditions, that is shifting a bit but understand what startups are usually measured on is growth and top line, not efficiency. If you can reframe around displaying how you drive those two, they may begin to see impact. Also helps to consider timing, those conversations are less effective at startups around annual convos vs milestone achievements (raises)

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Thank you, I appreciate your advice!

For context, I make $58k and the two other associates have received well-earned raises and promotions for their work in their specific verticals. If my scope is wide, how can I better make my work visible when doing good work in ops is often invisible? Compounded by WFH, etc

Man I dealt with this for years and never found a good solution. I wound up pivoting career wise. Wish I had real advice for you. But I felllllt this post. Wish you all the best

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Any advice for knowing when to jump vs sticking it out? Prevailing thought on this thread is to jump but there is a case to stay. My org is very new (<5 years) and have rebranded 3 times. I’ve been around for 1.5 years which is not that long but I am a knowledge holder after participating in the brand 2 to brand 3 transition. I should add my org exists within an innovation hub, with resources beyond my specific team. I’m also under 30, so there is an early-career component here. I also don’t want to undersell my value. All perspectives welcome.

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