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Hahaha - yeaaaah, I think that's probably in the cards. Thank you for your feedback.
Are you underpaid, are they overpaid, or is it both?
What’s your position typically pay for the area / sector you are in? That’s what’s important. Their salary is irrelevant, unless you feel that the company was previously (when you were a senior) lowballing you, in which case, that’s up to you.
If you are currently making market value for your title, and your partner I just overpaid, that’s not a concern.
If you are underpaid to the point of your partner matching you, that is a concern.
This isn’t something specifically I’ve dealt with, but I’ll say what I usually say in response to salary dissatisfaction.
Two options:
1. If you want to stay, ask for (demand) a raise or promotion. State your contributions with certainty, declare your value, and put forward a proposed raise larger than what you actually want (negotiation tactics, baby). If they refuse, you can always find another job. Worst they can say is no. Best they can say is “you are right, here is your $”. This option does require that, if they meet your demand, you will feel ok staying there.
2. Leave: jumping ship can net you way more $ and a better title. Companies will let you go at a moments notice, they don’t care at all. You should put yourself first. Go get a better job. Don’t worry about loyalty, because trust me. You are just a number to them.
Publicis just let go a guy who’s been there 15 years and was loved by the team with 0 notice. Don’t be loyal to an agency. Be loyal to yourself.
If you were OK with your compensation before you heard what your parter is earning, then try to forget about it. A few things to think about: is the number you heard true? Some people exaggerate. Also, no matter how much you make, others will always make more. You can’t let that affect your happiness. The most important thing is—and I say this as a CCO—when an employee complains about someone else earning a higher salary, well, it makes them seem childish. So, be careful with this. You can use the information strategically in a well thought out rationale for a raise, but I wouldn’t run to anyone now and use it as a reason for a raise. And even then, just use it as knowledge of what the company is willing to pay; don’t reveal how you know.
Thank you - totally - would never try to throw my AD under the bus or run to my CCO to complain about salary - I think it was more of a wake-up call so trying to understand if there is a tactful way to get a better understanding of paybands and if there is a way to use that on my side. I appreciate the feedback.
If you are partners, doing the same work, contributing/ presenting the same amount then you should be making the same.
Appreciate the feedback - and agree with this - but we're not. In a review, my manager said 'you are very obviously at different levels but they have potential and will get there, so take them under your wing and help them get there.' So just trying to navigate how to approach this.
Mentor
their salary is not about you. Just as your salary isn’t about them.
I was a contractor at my agency for a few years before I got hired full time. When they first offered me a full-time position, I turned it down. I was working so much overtime, I was going to lose a chunk of my income by going full time. Well, I negotiated a higher salary and that meant that I'd be coming in as a Senior in my position. My manager did not want me coming in above my coworkers, so they all got raises to match my salary. They all became Seniors, when I came on board.
Now, this was 20 years ago. Omnicom agencies had a little more autonomy, back then.
I would schedule a meeting with your manager and someone from HR.
Is it just me or isn’t it impossible for anyone to provide a valid comment without seeing the quality of work you and your partner produce or know your respective levels of experience? Especially in an industry where titles are increasingly given out in place of a pay rise.
If overlooked that part about timing of hiring, sorry. Yes that’s a big factor and if it’s a key contributor to this situation then I agree that seems very unfair. If i was you, Id maybe start looking for another company. All too often it’s the only way to get The raises we deserve unfortunately. Best of luck to you!
Whatever you do don’t reveal you know what your partner makes. You have to consider what has been suggested by others in this thread. If you’re making market value and your partner is overpaid that can be a detriment to the person later. Being paid slightly under market will make you more marketable should you decide to move on. This may be the best option for a large jump in pay (if that is the situation). Study the most effective way to approach getting paid correctly. Forget about what your partner makes. Do your homework and know you are under market value and you have a legitimate opportunity to speak to whomever is responsible for salary increases. Weigh all factors of your satisfaction in your work not just the pay. It sounds like your partner did well in negotiations. Good luck with yours.
How long ago did you start the job at your current pay? Is it possible the cap or the pay in general has since increased?
Happened to me early in my career:
Guy came in at my level but at 30k more. I got a dumpster and cleaned out my office the next day. Had a new job with a month.
Get out. That’s the only way to make a pay bump these days. Two and 3% kicks do not cover it.