Comments on: Felt Fair Compensation – She Said What? http://www.missionmindedmanagement.com/felt-fair-compensation-she-said-what Equipping Managers via Requisite Organization Systems Design. Talent Management, Leadership, Organization Design. Mon, 30 Jan 2012 07:30:40 +0000 hourly 1 http://wordpress.org/?v=3.1.3 By: Michelle Malay Carter http://www.missionmindedmanagement.com/felt-fair-compensation-she-said-what/comment-page-1#comment-147 Michelle Malay Carter Thu, 21 Feb 2008 12:29:53 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=205#comment-147 Mr. Squire, This is certainly a frustrating and unfair situation. Employees have to work within the systems they find themselves in. Since I am unfamiliar with the role HR plays in your organization nor do I know what role managers-once-removed are authorized to play (if any), I am not in a place to offer you advice on this. Within a requisite organization which is what I help executives implement, employees are always to first work with their manager to resolve issues. If they cannot resolve an issue and they feel the manager is outside the bounds of his authority, they always have the ability to appeal to their manager-once-removed because the manager-once-removed is the one accountable for monitoring the managerial leadership of the manager. Thank you for stopping by and commenting. I wish I could offer you more than empathy. The reason why I blog is to show executives that there is a better way. It seems the employees themselves already know this. Regards, Michelle Mr. Squire,

This is certainly a frustrating and unfair situation.

Employees have to work within the systems they find themselves in.

Since I am unfamiliar with the role HR plays in your organization nor do I know what role managers-once-removed are authorized to play (if any), I am not in a place to offer you advice on this.

Within a requisite organization which is what I help executives implement, employees are always to first work with their manager to resolve issues. If they cannot resolve an issue and they feel the manager is outside the bounds of his authority, they always have the ability to appeal to their manager-once-removed because the manager-once-removed is the one accountable for monitoring the managerial leadership of the manager.

Thank you for stopping by and commenting. I wish I could offer you more than empathy. The reason why I blog is to show executives that there is a better way. It seems the employees themselves already know this.

Regards,

Michelle

]]> By: Mr_Squire http://www.missionmindedmanagement.com/felt-fair-compensation-she-said-what/comment-page-1#comment-146 Mr_Squire Thu, 21 Feb 2008 06:22:00 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=205#comment-146 I am a second-level Operations Manager at a Fortune 500 Financial services company. I have been in IT and Sales roles since 2001 and this specific role for almost 2 years and received a "meets expecations, often exceeds" on my most recent performance review. I have 8 official direct reports and 7 more unofficially...2 of my direct reports are paid significantly more than I am, and I am not sure about the other 7. I am expected to manage these employees, my primary job responsibilites and also to deliver written and verbal warnings to these "higher paid" employees for tardies, performance discrepancies, etc. What demoralizes me the most about the situation is that while I have voiced my concerns of this situation with my manager, his solution was to transfer me laterally into a different position within our department with the same pay but no direct reports. I have a BBA degree from a reputable university in management and I have 7 years of experience in this field...I have led outstanding results and little if no attrition on my team in almost 2 years. I also delegate and resolve conflict effectively and build rapport with all of my employees. Should I approach Employee Relations/Human Resources regarding this matter or take it to my bosses boss? I am a second-level Operations Manager at a Fortune 500 Financial services company. I have been in IT and Sales roles since 2001 and this specific role for almost 2 years and received a “meets expecations, often exceeds” on my most recent performance review. I have 8 official direct reports and 7 more unofficially…2 of my direct reports are paid significantly more than I am, and I am not sure about the other 7. I am expected to manage these employees, my primary job responsibilites and also to deliver written and verbal warnings to these “higher paid” employees for tardies, performance discrepancies, etc. What demoralizes me the most about the situation is that while I have voiced my concerns of this situation with my manager, his solution was to transfer me laterally into a different position within our department with the same pay but no direct reports. I have a BBA degree from a reputable university in management and I have 7 years of experience in this field…I have led outstanding results and little if no attrition on my team in almost 2 years. I also delegate and resolve conflict effectively and build rapport with all of my employees. Should I approach Employee Relations/Human Resources regarding this matter or take it to my bosses boss?

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/felt-fair-compensation-she-said-what/comment-page-1#comment-145 Michelle Malay Carter Fri, 08 Feb 2008 20:54:56 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=205#comment-145 Stephen, Welcome. Thanks for stopping by. This situation certainly qualifies as unfair to me. Michelle Stephen,

Welcome. Thanks for stopping by.

This situation certainly qualifies as unfair to me.

Michelle

]]> By: @Stephen | Productivity in Context http://www.missionmindedmanagement.com/felt-fair-compensation-she-said-what/comment-page-1#comment-144 @Stephen | Productivity in Context Fri, 08 Feb 2008 19:43:45 +0000 http://69.89.31.143/~organja8/missionmindedmanagement/?p=205#comment-144 I spent a few years as a restaurant manager, and I definitely felt as though I were getting the shaft, because the waiters and bartenders made a lot more money than I did, and paid less in taxes. I spent a few years as a restaurant manager, and I definitely felt as though I were getting the shaft, because the waiters and bartenders made a lot more money than I did, and paid less in taxes.

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