{ "media_type": "text", "post_content": "I just started at a new company 2 months ago with the expectation of having 3-4 people on my team. However, my team size will be increasing to 7. I don’t really want to rock the boat so early at my new job especially since I’m still in the “drinking from the firehose” phase, but this is going to be a significant increase in responsibility. We only have pay review in January of each year. Would it be crazy to ask about a raise later this month?", "post_id": "61d52177cd2846002c157e90", "reply_count": 8, "vote_count": 3, "bowl_id": "58f82c12c1ca28001625de38", "bowl_name": "Female Bosses", "feed_type": "bowl" }

I just started at a new company 2 months ago with the expectation of having 3-4 people on my team. However, my team size will be increasing to 7. I don’t really want to rock the boat so early at my new job especially since I’m still in the “drinking from the firehose” phase, but this is going to be a significant increase in responsibility. We only have pay review in January of each year. Would it be crazy to ask about a raise later this month?

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Usually I’m in the “ask for more!” camp, but I’d be concerned if one of my direct reports saw this increased headcount as a worrying burden rather than an amazing opportunity. This is your opportunity to show you can do more. Ask for a great raise when your team exceeds 10, and you need to start hiring supervisors/leads. More comp is due when you start to become a manager of managers

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Don’t think it warrants asking a raise so early; 7 not a big difference from 3-4. If it was 20, then maybe.

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Does it make a difference that the increase in reports is due to me “taking over” another team? It’s a different functional area. I’m also at a start up so the teams typically won’t get to 10-20 reports or have that many management layers.

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This should be expected at a start up and I don’t think they’ll bite re: your proposed business case so early. Agree with SD1.

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I have zero experience with this so take my comments with a grain of salt. Given the additional context you shared, I’d at least ask saying that more beyond the scope you discussed in interviews is being added to your responsibility and that you’re excited for the role and want to make sure you can invest and develop/grow your team. I understand the points above but it almost sounds like talking yourself out of it and I’m learning to let others tell you no, don’t take away the opportunity for them to decide. (And sometimes you get a yes.) There’s plenty of stories of women being given more responsibility/doing the work of more than 1 person then not being paid for it and the advice is typically to discuss raise and/or look for a new role. I know you’re new so maybe there’s something to culture and the way it could be perceived, but at this point in my life if this happened to me I’d at least ask. Then you can have a conversation about expectations and if they say you need to wait until next January then you have a basis for goals this year and next year’s conversation.

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Sounds like awesome news! You have a bigger team which means more responsibility and potential to get promoted. Keep up the good work!

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