Feeling Undervalued at Work: How Do I Address Salary Disparities with Management?

Hi All,

I am working in a company at a middle management level and always expected by the management to be at the top management level. My problem is related to my salary. Others are joining the company at a salary equal to mine and are getting a good hike in 3-4 months after completing their probation, whereas I am senior to them and have much more power than them but am receiving only 70-80% of their salary after being employed for 2 years.

Please suggest what I should do because I have heard a rumor that they are making jokes about my salary. Can any of you suggest a way out? Looking for good suggestions from the seniors!

Regards, :( :(

Hi,

First, analyze your performance over the past two years. If you believe that your performance has met expectations, you can discuss it with your boss to seek clarification.

Thanks,
Pallavi

Hello,

Is communication, articulation, vocabulary, and a low self-image a part of your problems?

I suppose you are NOT assertive!

People who do good work but are not able to convey the same to those who matter always suffer from such a problem as you describe!

It is quite unfortunate that those who supervise your work are NOT doing what they should be doing! Apparently, they want things to be "shown" to them and are unwilling to "see" things they ought to as part of their own job responsibility.

In such a situation, I find that you need to undergo serious training in assertiveness and also improve your communication skills. If you are NOT able to say what you need to say at the right time and in the right manner, people, it seems, do not want to take the trouble to understand you!

Assertiveness is not about being aggressive or being at war with colleagues and superiors to drive home a point. It means being brief but fearless in stating facts and your convictions objectively.

It will take time for things to change, but change they will if you prepare yourself, equip yourself well, and practice assertiveness.

If, in about six months' time, things do not start to change, it's time for you to start looking out for a more healthy, mature, and supportive work environment.

But let me just add that the problem may not have roots only in the workplace. The roots could be in your personality too, as introvert, shy, reserved, OR people with low self-esteem generally run into such problems as you have run into!

Therefore, this response cannot be a total answer to your situation. I am presenting some pointers to improvement efforts!

You are free to interact with more facts if you so desire!

Cheer up. Every day is a new day, and it brings along new opportunities to succeed and excel! Let us learn to encash such opportunities.

Regards,

Samvedan
September 15, 2007

Dear Samdevn,

Thank you for your reply. In the office, I am seen as a person who supports the truth and is uncomfortable with things that I do not believe are good or true. I am unsure if my decisions or suggestions are working against me. I am honest with myself and the company, and I always stand for the truth, no matter who it may concern. My directors are well aware that I only stand with the truth.

I do not understand the meaning of assertiveness! Can you explain it to me?

Thank you once again.

Best regards, :)

Hello,

So you are one who would like to live a value-based life. I support that. But you must understand that if you are being perceived as a "good but inconvenient" fellow, the responses that you are getting are at once understood.

An incorruptible officer in the police or any other government department stands out like a sore thumb! He gets ridiculed, receives no cooperation, is made a joke of (behind his back), and is generally avoided in the inner circle. It seems you are facing the same situation.

No harm. With this additional information provided, I find a cultural and value incompatibility between you and the organization. I will explain what assertiveness is, but in addition, you will have to use two more tools effectively. These will be competence and tact. I had not referred to these in the previous post.

A scientific definition of the term "assertiveness" can be provided, but that is not necessary at this stage. Just understand that assertiveness is being insistent about your convictions.

Competence needs no explanation, and tact means being diplomatic in achieving what you want to achieve without ruffling any feathers, stepping on any toes, or rubbing anyone (especially the superiors) the wrong way.

Simply do not insist on winning every time. If you let others have their say—not based on their authority but with your agreement in a discussion, you are going to slowly win their confidence! Use this strategy to consolidate the relationship, win their acceptance, become a team member, and soon you will see the change in people's reaction towards you.

I am NOT asking you to give up your values. Value sanctifications cannot be done from the level at which you are placed. When you achieve a position of authority and decision-making and the organizational culture becomes more supportive of value-based working, that will be the time you will start winning. But to achieve such a position takes some time. Till then, you have to be patient, diplomatic, and add value (in the eyes of your colleagues and superiors).

Value orientation must begin from the top. All organizations ultimately take on the profile of the man/men who head it. Therefore, until such time you are NOT occupying a position where the rest will hear you, your value insistence will fall flat. But when you are able to call the shots, everybody will stand up and listen. That's the rule of the world.

The path I am recommending is called "strategic retreat." Wait for an opportunity and charge ahead to your goals. You have to be a part of the system to be able to change it.

Kindly think about what I have said, and you will start seeing the rays of hope for a changed scenario.

Regards,

Samvedan

September 2007

Dear Sudhir,

You must communicate your problem to your immediate boss or HR Dept. Otherwise, I think your management creates such an environment for you that you will leave your job on your own.

Regards,
SS Ali

Thank you, Mr. Samvedan, for providing me with such supportive advice. I shall try hard to follow it. I will inform you when the scenario changes for me. Thank you once again.

Best regards, :)

Hi,

I completely agree with my friend that sometimes you have to become a part of the system to change it, though it doesn't mean giving up your own values. You have to make some adjustments within the system. This is the corporate world, difficult to understand, but you have to.

If you think your approach is the reason for not getting a good salary despite working so hard, then try to bring about some changes and observe management's reaction to it. The best course of action is to discuss it with your boss. See what he has to say about not giving you what you believe you deserve. Listen to him, then make a decision.

Take care,
Shilpi

Thank you, Shilpi, for your comments. Mr. Ali also suggested that I talk to my boss, but the problem is that I have the MD overseeing me. I represent the finance department in the company and sit in the management meetings. I have full powers but a low salary.

Regards,

Dear Sudhir,

I read your query and others' useful suggestions. My question to you is - Have you demanded a raise from your company? Many times all it takes is "Ask." And while asking, please list down your strengths, your accomplishments, your team behavior with quantifiable results. If, as you say, your organization expects you to be in top management, if your managers know your strengths and your valuable contribution - you will get what you genuinely deserve. Try it!

Prasad.

Thank you, Mr. Prasad, for your reply. I have not demanded anything from the management. I do not believe in blackmailing or asking for an increase. They should have given me an increase, which they have not. This is the reason I have raised this query for suggestions from senior or experienced HR professionals.

My question is, if HR professionals come to know about such information regarding an employee, how will they handle this situation and how will they solve it in the employee's benefit if they do?

Regards,
Sudhir Sharma