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On salary negotiation with LTI HR, I asked 12lpa (yoe 3.8) to which she agreed. I had a counter offer of 11.5 which I have mailed her also. Upon receiving the OL (btw which I got after 2 weeks), I saw the OL was for 8lpa. I was shocked and then called her immediately. She is not responding since then and it's been 2 weeks. How so unprofessional!
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what’s the salary range for an art supervisor?
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7/15/22 check in🙌
Additional Posts in Product Management
Transitioning to Product from sales engineering.
Any PMs here working in FANG?
Have they shared why they feel they deserve a raise so early in their tenure? It’s unusual for someone to expect a raise so quickly unless they were lowballed on their offer or underleveled and have acquired new info revealing those facts.
I think you should err towards being transparent without trying to sugar coat. Do your own homework around the compensation philosophy at your company and relay that information to them so they have the context. If there is a pay equity issue, you may need to escalate to your manager and HR to figure out a resolution, if possible.
While you might not be able to move the needle on comp now, you two can work together to develop a plan to achieve the comp goal over a concrete period of time. Check in regularly to help your report assess how they are tracking towards that goal and help them course correct as necessary.
I was discussing this post with a coworker.
His advice is similar to the Director’s above.
His suggestions… Never get into a discussion about $$$. He focuses on the job’s responsibilities.
He asks them to read the company’s job description and to verify if it is accurate. He asks for a list of responsibilities that are not in the job description. He reviews his understanding of their recent accomplishments. Basically he works on trying to gather enough information to justify the increase.
I agree with this completely. The focus should be on helping to guide them toward getting the raise when it's feasible for them to get it.
The best management style is to clearly communicate. It is not bad news. It is just news.
Explain how raises work in the company.
It's really just what you're doing now. You can go to bat for candidates you think are worth it and you can tell those people you're going to bat for them, but being honest about what's possible is not something to apologize for, it's just an "unfortunately" because it's out of your hands.