I don't post (or moan!) much but I wonder if you could help with this and offer advice.
My manager has recently left our company and discussions were held a few at the start of his 3 month notice about me taking his role permanently. I've been effectively working in the role (been with the company 18 months) for two months now to take over and allow him to wind down his responsibilities. There was only myself and manager working in the department prior to his departure and I know the job well so I guess it was a easiest and cheapest choice for them.
I was effectively offered/agreed the job verbally by the company director and I was told a revised wage/package would agreed in the next couple of weeks.
It's now been over a month now and I've been asked a couple of times since and been told, next week or just finalising a few bits.
Am I being unreasonable? If I wasn’t expecting more money than I could settle but knowing is leaving me feeling unsettled until it is sorted and I can plan ahead and put it to the side.
We don’t have an HR department (it is outsourced to a third party)
I suppose it's just verbal and nothing binding right now, I love the job (not a moaning disgruntled employee) and have taken on a much increased workload. My replacement job has been advertised at an higher wage than I'm on currently. My ex manager was on a fantastic wage (he divulged) that I don’t expect to receive (think double) but he was operating from London and I'm up 'norf.
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Ask! If there isn't an HR manager to ask (and there must be someone with that responsibility, if not the title) then start with your immediate manager, who is presumably the one who created the situation. The longer you leave it, the greater the danger of the promises made to you being quietly forgotten.
Ideally, you want a letter: Dear Mr Dim, I am delighted to confirm your appointment as our new Head of Boot Polish (Brown), reporting directly to me. Your new salary will be One Million Pounds. Congratulations on your promotion, and I look forward to achieving further success with you.'
My company's HR rules required a clear month between my satisfying the criteria for a promotion and actually transferring to the new job, but whoever works your process ought to be able to tell you if that's the case with yours.
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A month is not long. Where I sued to work everything could only change on the 6th of a month, so job moves, promotions,hires, pay rises etc could take a month to come through.
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There is the amount you want the job and the amount they want/need to give it to you. This is called the balance of power and is important.
At this stage I would put it in writing to your superior and copy the director (if they are not the same person). i would phrase it very carefully but ensure that you get the basics down.
Your purpose at this point is not to force action, but to lay down a baseline which you can use if needed at a later point. You also need to find an excuse to write. Obviously I have no idea of your relationship with your boss, how normal communication functions in your company, what lever of formality does or does not exist and etc. etc.
But FWIW, perhaps you may be able to customize something out of the following;
Dear Tim,
As you know we spoke some weeks ago about me taking over Phil's job when he left. At the time I was keen in principle, although I obviously hadn't actually performed in that role.
Having been in that role for a couple of months now, I thought it was worth putting down my thoughts;
Blah blah this bit is more difficult than I expected. blah blah I feel I can improve this bit. blah blah this bit is challenging and I expect I will need support in the future blah blah.
Since this role reports to you, I would be interested in any thoughts you have for areas which you think most important, any areas of improvement or any other suggestions that you may have.
I am keen to bring significant value to the role, and any input you can offer will help.
I know that we will be having a meeting in the next week or two to discuss my revised package and salary, so perhaps we could address these matters at the same time? Perhaps we could also establish some goals and metrics for the coming year?
Should I arrange a time and date for this meeting or wait for your assistant to contact me?
Thank you for your attention,
Nice but.
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I might have jumped the gun a little, a letter appeared in the post box today confirming the change. Glad its all sorted.
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So did the conditions and remuneration come up to expectation.
(just nosey!)
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Good result - congratulations.
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>> So did the conditions and remuneration come up to expectation.
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>> (just nosey!)
>>
Based on that it is a step up from Technician to Manager (first manager role for me) yes I would say so. Performance related increases noted in the letter by the end of the 6 month probation.
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Oh, the worry of having to work for a living..........gets back to playing in the manshed !
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I bet my manshed's bigger than your manshed.
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>> I bet my manshed's bigger than your manshed.
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...a dangerous claim to make against a man who comes from Manshedster. ;-)
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>> Based on that it is a step up from Technician to Manager (first manager role
>> for me) yes I would say so.
Sorting people and sorting stuff/things ?
I sincerely hope it works for you. Technician and Manager, unless Manager is mostly troubleshooting in a tech environment, are very different disciplines.
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No very much hands on still, my objectives will be interview/employ my replacement in the other office and deal with the IT overview, orders, purchasing and managing department head gripes.
You gotta step up sometime, the chance cropped up unexpectedly and I jumped at it.
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>> You gotta step up sometime, the chance cropped up unexpectedly and I jumped at it.
If it works for you and you'e got the skills then grab the chance.
Twice in my career I let a senior manager persuade me I could make the transition from solving complex problems for staff or users (the public) to organising and motivating people.
It didn't work.
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I know exactly what you mean. Much more a sorter of things than a sorter of people me. Whenever I have been asked to manage people disaster has ensued...
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>> I sincerely hope it works for you. Technician and Manager, unless Manager is mostly troubleshooting in a tech environment, are very different disciplines.
Really, I suppose it depends on which area but I don't think it's that much of a step change.
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>> >> I sincerely hope it works for you. Technician and Manager, unless Manager is mostly
>> troubleshooting in a tech environment, are very different disciplines.
>>
>> Really, I suppose it depends on which area but I don't think it's that much
>> of a step change.
>>
I've been down much the same road as Bromp. by the sound of it; managing people is very different to managing machines (of one sort or another) in my experience.
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The skills required for a technician and those required for a manager are fundamentally different.
There's no reason why you should not be good at both, or indeed neither, but they are quite different.
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A son of mine was employed in a technical capacity. As time passed he was promoted and ended up as a manager of some 120 people in a department. He was 33 at the time and, apart from new starts, nearly everyone was older - his peers were in their late 50's/60's - he found this difficult but found his way and things worked out well.
He is now seconded to the USA parent company and now has a similar age span, unfortunately for him 85-90% are American (white, many religious, mostly right right wing), 5-10% + newish immigrants (Canadians/ Aussies /Europeans) and the rest on secondment from all over the world - Happy days!!
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>> The skills required for a technician and those required for a manager are fundamentally different.
>>
>> There's no reason why you should not be good at both, or indeed neither, but
>> they are quite different.
No argument with that. Just that personally I'm not good at both.
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I hate supervisory roles...
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>> I hate supervisory roles...
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It's like having a load of children.
There was a constant (and I do mean constant) flow of crap...
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>> There was a constant (and I do mean constant) flow of crap...
TBH I could mostly cope with supervision and checking. My struggle was with the motivational side of management - being a leader.
Not helped by fact that (per at least one manager) I'm too honest for my own good and cannot present the latest rollox from upstairs as though it were manna from heaven.
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"Manager" is such a wide ranging title with a an extremely diverse content. Some management roles have no personnel content of any kind. Others are nothing but.
In one of my jobs I was managing the performance of people, but no responsibility for their pay, rations, motivation or discipline. Some were not even in my company, all i could get hired or fired.
I in turn was managed by and responsible to several people, only one of who was responsible for my rations career and discipline.
Last edited by: Zero on Sat 17 Oct 15 at 11:18
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>> Not helped by fact that (per at least one manager) I'm too honest for my
>> own good and cannot present the latest rollox from upstairs as though it were manna
>> from heaven.
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I didn't.... it would have ruined any credibility I had.
I mostly did it my own way, with one eye on the essentials and the other on making sure what we did was good enough to stave off any real criticism.
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>> I'm too honest for my own good and cannot present the latest rollox from upstairs as though it were manna from heaven
Neither should you, a good manager never would.
However, you do need to be able to explain and help people accept the real world.
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Change of job role query - WillDeBeest
