Now there’s only 2 of us in a team of what should be 4 people. I’m the high performer of the 2 of us. Significantly.
I have the most difficult clients and have the most responsibility.
Next Thursday my probation ends.
I am underpaid 25-30k compared to the same role elsewhere.
Should I attempt a negotiation of salary?
I’m crowd sourcing opinions. I’ve never done this before. I’m in a really strong position as I will no doubt be training any new staff, and will get the most difficult client of the guy who just quit.
You’ll probably have the most leverage now with 2 of 4 in your team remaining, once they replace the other two they might start to think you are easily replaceable too if you decide to leave. Right now, it sounds like they cannot afford to lose you.
Staff turnover has a business cost too - rehiring, retraining, slower service to clients in the meantime which may cause business losses etc, if they’re smart they will factor that into your pay request.
You could broach it as expectations of the role/output given you’ve lost a team member. Their response should give you a pretty good indication of whether they’ll come to the party.
They can’t afford to have a go at me. If I leave, or they try to push me out, they’re utterly screwed. I have very strong relationships with my clients and they will be very upset if I leave.
I need your advice guys:
Now there’s only 2 of us in a team of what should be 4 people. I’m the high performer of the 2 of us. Significantly.
I have the most difficult clients and have the most responsibility.
Next Thursday my probation ends.
I am underpaid 25-30k compared to the same role elsewhere.
Should I attempt a negotiation of salary?
I’m crowd sourcing opinions. I’ve never done this before. I’m in a really strong position as I will no doubt be training any new staff, and will get the most difficult client of the guy who just quit.
You’ll probably have the most leverage now with 2 of 4 in your team remaining, once they replace the other two they might start to think you are easily replaceable too if you decide to leave. Right now, it sounds like they cannot afford to lose you.
Staff turnover has a business cost too - rehiring, retraining, slower service to clients in the meantime which may cause business losses etc, if they’re smart they will factor that into your pay request.
That’s my train of thought pretty much.
Now is the time to strike.
You totally should.
You could broach it as expectations of the role/output given you’ve lost a team member. Their response should give you a pretty good indication of whether they’ll come to the party.
Do it, do it, do it.
Do it. Ask A Manager has some good advice on how.
it’s often easier to get a new position than get a raise
and what happens if the boss says no? will there be repercussions against you?
They can’t afford to have a go at me. If I leave, or they try to push me out, they’re utterly screwed. I have very strong relationships with my clients and they will be very upset if I leave.
it’s always easier to negotiate during the start and middle of a client job, not near the end.
I dunno, the end of probation seems like the perfect time to ask, to me