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Higbee or dulcich? Ppr
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You’re coddling him, imo. I’d stop accommodating his requests, asap. He’s already WFH with almost no change in compensation.
@PwC1 correct, he works 1 less day and has less overall duties and responsibility.
After being given an 8% cost of living bump in pay 3 months ago (this is what his current home market showed as inflation rate) and me not dropping his pay back he asked me for more today. We will have our yearly merit raise coming the first week of August which I’ve allotted him 5% due to him being in a reduced volume role now. He told me that would not be enough and I had to fight for more for him. What would you suggest in this situation? I feel I’ve more than given accommodation (issue at home is one of personal comfort for his spouse, not a disability accommodation so I had to fight to get his approved from the start).
Is he aware of the 5% increase coming up? I would communicate to him that you were able to fight and get him some sort of a raise, but also communicate that his decreased responsibilities with no pay cut didn’t warrant it. To avoid the situation when I make changes like this, I have that discussion letting them know that while they are taking a lesser position I have decided to keep their pay where it is although it should decrease due to the workload decreasing. The majority of the time people are understanding. Also, depending on your company, you could let him know that if he would like to see more of an increase in his wage, he may apply to advance into a higher position again once he is ready. But the point is to correlate that your workload is tied to your compensation.
I appreciate it! Yeah unfortunately we had already discussed the merit raises coming in August for the 5%. The response was that isn’t enough. Oh well, I’ve done what I can.
Does he know the things you fought for him to get?
Yes, we discussed that his role should have been adjusted down in pay, but due to his performance I kept his pay the same.
Is his need temporary or permanent? If temp that making a permanent change to his work title seems odd. If permanent, did you discuss the options before acting?
Then it sounds like you’ve done a lot and it’s time to pushback and remind him that this was at his request.