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Should I ask for a pay raise for employees I manage?
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I talked with one of my team members about another guy who is quitting. During the talk, he mentioned that it might be because there was no pay raise for the past 2 years. These guys (one who I was talking to and another guy who is quitting) are very good at their job, work hard, and love the company and I think it's unfair not to give them any pay raise. I also think that this can actually be the reason why people are quitting.
I want to give background of the company. The company is a startup and there is no procedure about pay raise. As a startup, we need to save money wherever we can but this really affects the company because we actually end up spending more money recruiting people and time to train them.
I plan to talk to the owner (I report to him) about pay raise for everyone in my team but not sure if that is a good idea.
P.S. I am their manager and I got a good raise every year.
salary
edited 16 mins ago
Dukeling
9,50832549
asked 3 hours ago
Code Project
393127
add a comment |Â
up vote
8
down vote
favorite
I talked with one of my team members about another guy who is quitting. During the talk, he mentioned that it might be because there was no pay raise for the past 2 years. These guys (one who I was talking to and another guy who is quitting) are very good at their job, work hard, and love the company and I think it's unfair not to give them any pay raise. I also think that this can actually be the reason why people are quitting.
I want to give background of the company. The company is a startup and there is no procedure about pay raise. As a startup, we need to save money wherever we can but this really affects the company because we actually end up spending more money recruiting people and time to train them.
I plan to talk to the owner (I report to him) about pay raise for everyone in my team but not sure if that is a good idea.
P.S. I am their manager and I got a good raise every year.
salary
edited 16 mins ago
Dukeling
9,50832549
asked 3 hours ago
Code Project
393127
Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago
add a comment |Â
up vote
8
down vote
favorite
up vote
8
down vote
favorite
I talked with one of my team members about another guy who is quitting. During the talk, he mentioned that it might be because there was no pay raise for the past 2 years. These guys (one who I was talking to and another guy who is quitting) are very good at their job, work hard, and love the company and I think it's unfair not to give them any pay raise. I also think that this can actually be the reason why people are quitting.
I want to give background of the company. The company is a startup and there is no procedure about pay raise. As a startup, we need to save money wherever we can but this really affects the company because we actually end up spending more money recruiting people and time to train them.
I plan to talk to the owner (I report to him) about pay raise for everyone in my team but not sure if that is a good idea.
P.S. I am their manager and I got a good raise every year.
salary
edited 16 mins ago
Dukeling
9,50832549
asked 3 hours ago
Code Project
393127
I talked with one of my team members about another guy who is quitting. During the talk, he mentioned that it might be because there was no pay raise for the past 2 years. These guys (one who I was talking to and another guy who is quitting) are very good at their job, work hard, and love the company and I think it's unfair not to give them any pay raise. I also think that this can actually be the reason why people are quitting.
I want to give background of the company. The company is a startup and there is no procedure about pay raise. As a startup, we need to save money wherever we can but this really affects the company because we actually end up spending more money recruiting people and time to train them.
I plan to talk to the owner (I report to him) about pay raise for everyone in my team but not sure if that is a good idea.
P.S. I am their manager and I got a good raise every year.
salary
salary
edited 16 mins ago
Dukeling
9,50832549
asked 3 hours ago
Code Project
393127
edited 16 mins ago
Dukeling
9,50832549
asked 3 hours ago
Code Project
393127
edited 16 mins ago
Dukeling
9,50832549
edited 16 mins ago
Dukeling
9,50832549
edited 16 mins ago
Dukeling
9,50832549
9,50832549
asked 3 hours ago
Code Project
393127
asked 3 hours ago
Code Project
393127
asked 3 hours ago
Code Project
393127
393127
Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago
add a comment |Â
Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago
Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago
add a comment |Â
3 Answers
3
active
oldest
votes
up vote
30
down vote
Yes. As as manager, part of your job is going to bat for the people who work for you, and part of that is asking for pay raises. Especially if you are getting a good raise, you should be asking (and should have been asking) for a decent raise for your good workers.
If no-one was getting raises, that would be different, but as long as there is money for raises for managers, the manager has an obligation to take care of their workers, and pay raises are a very clear sign on whether an employee is valued or not.
answered 3 hours ago
thursdaysgeek
27.1k1248107
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
add a comment |Â
up vote
3
down vote
Don't talk to the manager about "a" (singular) pay raise for your staff. Talk to him about what the policy will be for implementing raises - typically, organizations pay out a cost of living increase on a known, regular schedule (ie annually) plus merit increases for strong employees, plus promotion increases when a title changes due to someone taking on more responsibility. It sounds like your organization doesn't have any of these standards in place.
It's fair to represent to the owner that you know of frustrations among the team due to lack of raises recently, but you want to solve the problem for good - not just for now. Getting everyone a raise right now doesn't really do anything except postpone the conversation about raise policy until the next time people get upset.
answered 57 mins ago
dwizum
7,44421836
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
add a comment |Â
up vote
-1
down vote
It really depends on you relationship with the owner and how you go about doing it.
Personally, I would not go ask the owner to give raises to everyone on my team. This is essentially asking the owner to take money out of their own pocket. Remember, this is a start up. There is a very good chance the owner can't afford raises for everyone. I would not do this unless you were willing to take a pay cut in order for them to get the raise.
What I would do is talk to the owner about the fact that you have heard someone is leaving because they have not received a raise. Even go as far as to highlight the loss the company will incur if this person leaves. Then, let the owner decide what the next course of action is.
answered 3 hours ago
SaggingRufus
9,34262751
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
 |Â
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3 Answers
3
active
oldest
votes
3 Answers
3
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
30
down vote
Yes. As as manager, part of your job is going to bat for the people who work for you, and part of that is asking for pay raises. Especially if you are getting a good raise, you should be asking (and should have been asking) for a decent raise for your good workers.
If no-one was getting raises, that would be different, but as long as there is money for raises for managers, the manager has an obligation to take care of their workers, and pay raises are a very clear sign on whether an employee is valued or not.
answered 3 hours ago
thursdaysgeek
27.1k1248107
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
add a comment |Â
up vote
30
down vote
Yes. As as manager, part of your job is going to bat for the people who work for you, and part of that is asking for pay raises. Especially if you are getting a good raise, you should be asking (and should have been asking) for a decent raise for your good workers.
If no-one was getting raises, that would be different, but as long as there is money for raises for managers, the manager has an obligation to take care of their workers, and pay raises are a very clear sign on whether an employee is valued or not.
answered 3 hours ago
thursdaysgeek
27.1k1248107
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
add a comment |Â
up vote
30
down vote
up vote
30
down vote
Yes. As as manager, part of your job is going to bat for the people who work for you, and part of that is asking for pay raises. Especially if you are getting a good raise, you should be asking (and should have been asking) for a decent raise for your good workers.
If no-one was getting raises, that would be different, but as long as there is money for raises for managers, the manager has an obligation to take care of their workers, and pay raises are a very clear sign on whether an employee is valued or not.
answered 3 hours ago
thursdaysgeek
27.1k1248107
Yes. As as manager, part of your job is going to bat for the people who work for you, and part of that is asking for pay raises. Especially if you are getting a good raise, you should be asking (and should have been asking) for a decent raise for your good workers.
If no-one was getting raises, that would be different, but as long as there is money for raises for managers, the manager has an obligation to take care of their workers, and pay raises are a very clear sign on whether an employee is valued or not.
answered 3 hours ago
thursdaysgeek
27.1k1248107
answered 3 hours ago
thursdaysgeek
27.1k1248107
answered 3 hours ago
thursdaysgeek
27.1k1248107
answered 3 hours ago
thursdaysgeek
27.1k1248107
27.1k1248107
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
add a comment |Â
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
it's not so much "bat for them" as "bat for your team", which is subtly different. You're not meant to argue for a team member per say but, i think, for the good of the team. in this way the person you're arguing for then weighs against "good of the company" vs "good for this team".
– bharal
2 hours ago
5
5
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal fyi the phrase is per se, I believe
– Sharlike
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@bharal And really, if you have good employees and a good team, then what is good for the employee will help retain them, which is good for the team, and that is also good for the company. The raises benefit the company too, since you're keeping the good employees.
– thursdaysgeek
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
@thursdaysgeek sure, it just makes the manager look different when they argue for it. One positions them as the ceo of a team, the other as caring for team-mates well being. The other thing is that happy team members, while good for the company, might not be as good as a lower burn rate for the company (barring one-off recruiter expenses!), which a vc will care very much about.
– bharal
2 hours ago
add a comment |Â
up vote
3
down vote
Don't talk to the manager about "a" (singular) pay raise for your staff. Talk to him about what the policy will be for implementing raises - typically, organizations pay out a cost of living increase on a known, regular schedule (ie annually) plus merit increases for strong employees, plus promotion increases when a title changes due to someone taking on more responsibility. It sounds like your organization doesn't have any of these standards in place.
It's fair to represent to the owner that you know of frustrations among the team due to lack of raises recently, but you want to solve the problem for good - not just for now. Getting everyone a raise right now doesn't really do anything except postpone the conversation about raise policy until the next time people get upset.
answered 57 mins ago
dwizum
7,44421836
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
add a comment |Â
up vote
3
down vote
Don't talk to the manager about "a" (singular) pay raise for your staff. Talk to him about what the policy will be for implementing raises - typically, organizations pay out a cost of living increase on a known, regular schedule (ie annually) plus merit increases for strong employees, plus promotion increases when a title changes due to someone taking on more responsibility. It sounds like your organization doesn't have any of these standards in place.
It's fair to represent to the owner that you know of frustrations among the team due to lack of raises recently, but you want to solve the problem for good - not just for now. Getting everyone a raise right now doesn't really do anything except postpone the conversation about raise policy until the next time people get upset.
answered 57 mins ago
dwizum
7,44421836
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
add a comment |Â
up vote
3
down vote
up vote
3
down vote
Don't talk to the manager about "a" (singular) pay raise for your staff. Talk to him about what the policy will be for implementing raises - typically, organizations pay out a cost of living increase on a known, regular schedule (ie annually) plus merit increases for strong employees, plus promotion increases when a title changes due to someone taking on more responsibility. It sounds like your organization doesn't have any of these standards in place.
It's fair to represent to the owner that you know of frustrations among the team due to lack of raises recently, but you want to solve the problem for good - not just for now. Getting everyone a raise right now doesn't really do anything except postpone the conversation about raise policy until the next time people get upset.
answered 57 mins ago
dwizum
7,44421836
Don't talk to the manager about "a" (singular) pay raise for your staff. Talk to him about what the policy will be for implementing raises - typically, organizations pay out a cost of living increase on a known, regular schedule (ie annually) plus merit increases for strong employees, plus promotion increases when a title changes due to someone taking on more responsibility. It sounds like your organization doesn't have any of these standards in place.
It's fair to represent to the owner that you know of frustrations among the team due to lack of raises recently, but you want to solve the problem for good - not just for now. Getting everyone a raise right now doesn't really do anything except postpone the conversation about raise policy until the next time people get upset.
answered 57 mins ago
dwizum
7,44421836
answered 57 mins ago
dwizum
7,44421836
answered 57 mins ago
dwizum
7,44421836
answered 57 mins ago
dwizum
7,44421836
7,44421836
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
add a comment |Â
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
This... particularly cost of living increments. 2 years without a pay rise pretty much means your effective income has dropped 4-5% over that time. And you have developers that have gained 2 years experience, and could probably get a 10% hike if they moved.
– HorusKol
27 secs ago
add a comment |Â
up vote
-1
down vote
It really depends on you relationship with the owner and how you go about doing it.
Personally, I would not go ask the owner to give raises to everyone on my team. This is essentially asking the owner to take money out of their own pocket. Remember, this is a start up. There is a very good chance the owner can't afford raises for everyone. I would not do this unless you were willing to take a pay cut in order for them to get the raise.
What I would do is talk to the owner about the fact that you have heard someone is leaving because they have not received a raise. Even go as far as to highlight the loss the company will incur if this person leaves. Then, let the owner decide what the next course of action is.
answered 3 hours ago
SaggingRufus
9,34262751
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
 |Â
show 8 more comments
up vote
-1
down vote
It really depends on you relationship with the owner and how you go about doing it.
Personally, I would not go ask the owner to give raises to everyone on my team. This is essentially asking the owner to take money out of their own pocket. Remember, this is a start up. There is a very good chance the owner can't afford raises for everyone. I would not do this unless you were willing to take a pay cut in order for them to get the raise.
What I would do is talk to the owner about the fact that you have heard someone is leaving because they have not received a raise. Even go as far as to highlight the loss the company will incur if this person leaves. Then, let the owner decide what the next course of action is.
answered 3 hours ago
SaggingRufus
9,34262751
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
 |Â
show 8 more comments
up vote
-1
down vote
up vote
-1
down vote
It really depends on you relationship with the owner and how you go about doing it.
Personally, I would not go ask the owner to give raises to everyone on my team. This is essentially asking the owner to take money out of their own pocket. Remember, this is a start up. There is a very good chance the owner can't afford raises for everyone. I would not do this unless you were willing to take a pay cut in order for them to get the raise.
What I would do is talk to the owner about the fact that you have heard someone is leaving because they have not received a raise. Even go as far as to highlight the loss the company will incur if this person leaves. Then, let the owner decide what the next course of action is.
answered 3 hours ago
SaggingRufus
9,34262751
It really depends on you relationship with the owner and how you go about doing it.
Personally, I would not go ask the owner to give raises to everyone on my team. This is essentially asking the owner to take money out of their own pocket. Remember, this is a start up. There is a very good chance the owner can't afford raises for everyone. I would not do this unless you were willing to take a pay cut in order for them to get the raise.
What I would do is talk to the owner about the fact that you have heard someone is leaving because they have not received a raise. Even go as far as to highlight the loss the company will incur if this person leaves. Then, let the owner decide what the next course of action is.
answered 3 hours ago
SaggingRufus
9,34262751
edited 3 hours ago
answered 3 hours ago
SaggingRufus
9,34262751
answered 3 hours ago
SaggingRufus
9,34262751
answered 3 hours ago
SaggingRufus
9,34262751
9,34262751
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
 |Â
show 8 more comments
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
2
2
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
maybe my answer isn't clear enough: don't go asking for raises if you don't have a way to recoup the cost. The company is start up and more than likely, can't afford to give everyone yearly raises. Its pretty easy to go in there and ask the owner to take money directly out of their pocket to give to someone else. I wouldn't do that unless I was willing to do the same. Instead, present the issue and let the owner make that decision.
– SaggingRufus
3 hours ago
1
1
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
@Bilkokuya ill try to see if I can edit it. I understand where you were coming from.
– SaggingRufus
3 hours ago
1
1
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
i think its fine for a manager of a team to argue for raises for people on the team, regardless of the company's position. the manager is, effectively, the ceo of that team, and has to push to get the best results possible. if that means ensuring a higher salary to maintain quality, then so be it. the owner/snr manager can push back, of course, based on the needs of the company vs the needs of the company from that team.
– bharal
2 hours ago
1
1
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
sorry, i downvoted because of the "you might be asked to pay for it", which is just really really unlikely.
– bharal
2 hours ago
1
1
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
@SaggingRufus I don't follow. If the manager won't stay when given a pay cut or not given a raise, that's just what the managees are doing. The manager isn't trying to talk people out of quitting for better pay while getting a raise, and so is doing what he or she is expecting employees to do. If you're talking about a pay cut for the owner, that's ridiculous. The owner(s) get paid out of revenue minus expenses, and if people contributing to the company leave because of low pay, then revenue is going to go down if they were worth hiring in the first place.
– David Thornley
1 hour ago
 |Â
show 8 more comments
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Has the employee who is quitting ever brought the lack of pay to conversation? This would change your approach for how you go about asking your manager. It's one thing for people to work and wait to be acknowledged, but it's another to actually ask your manager for a pay bump (within reason of course). One of the best things I've experienced at a company was having an open communication culture, that made me feel like my manager was actually in my corner when it came to wage conversations.
– knocked loose
1 hour ago
"I also think that this can actually be the reason why people are quitting." Well, obviously.
– only_pro
33 mins ago