5 years of waiting
Hi ya party people,
Let’s give a round of applause for our fav day of the week! 👏
Nothing gives you that lil spark of hope like the weekend being right around the corner.
But before you mentally check out, you know what time it is!
For today’s Q&A: one reader can’t get a straight answer about a raise after FIVE YEARS, and another wants to move into HR at their current company, where they’re already doing plenty of the work.
Let’s take a look at some solutions, and if it’s finally time for you to submit a question, you can send it here…I love reading them! 😁
ASK AWAY
📈 raises & transitionsCopy anchor linkCopied
✍🏾 I’ve been at my job for 5 years and every time I ask for a raise it seems no one can give me a honest answer what should I do?
Context: I’ve been at my job for 5 years and every time I ask for a raise it seems like they don’t want to give me one.
📣 Erik Bates, Comp Consultant/Total Unicorn at CompCatalyst, LLC:
When you say you "ask for a raise" what does that look like? It helps to come to the conversation with data if you can find it, and even an idea of what your ask actually is. "I'd like a raise" won't get you nearly as far as "I have found data that shows that someone in my role, with my amount of experience typically earns 10% more than what I'm currently making."
Bonus if you have good performance ratings to further drive the point home.
If you've gone 5 years without any kind of raise whatsoever, be it a market or merit adjustment, despite bringing it up several times, and consistently showing yourself to be a high-performer, it may be time to get a raise on your own. Sometimes the best way to move up is to move out and move on. If they can't appreciate your value and experience, then find someone else who will.
📣 Emily Ozbolt, Director, Head of HR at Banner Real Estate Group:
I’d shift the conversation from “Can I get a raise?” to “What specifically would need to happen for my pay to increase, who makes that decision, and when can I expect an answer?”
Ask whether the barrier is budget, your position’s pay range, or expectations you haven’t met. Those are different issues, and you deserve to know which one applies. Bring examples of your contributions, how your responsibilities have grown, and relevant market pay data.
If they keep dodging the question, I’d start looking at other opportunities. You can like your job and still decide you’re done waiting.
Safe Space members can join this discussion here. Not a member yet? Apply to join here.
✍🏾 I'm currently a department administrator, but I want to move into more of an HR role. How can I make the transition without leaving my current company?
Context: 50 full-time employees, no official HR department but most HR responsibilities divided amongst 4 administrators. I already complete on/offboarding of new employees in my department and work with department leads to assist with professional development, creating job descriptions, and assist with hiring.
📣 Tara Turk-Haynes, Head of HR at Yonex USA:
I would propose the new role, complete with job description, to your supervisor. Especially if you are doing some of the job already. It's a great way to show initiative.
📣 Jessica Hudson, Leadership Development Program Manager at BAE Systems Inc:
Looks like you already are doing a good bit of it for a company of your size! :) I would ask if you could make some of those duties "official" and add it as part of your title. Explain your desire to grow in HR and to stay with the company. Sounds like it might be an easy conversation. Good luck!
Safe Space members can join this discussion here. Not a member yet? Apply to join here.
🚨 ON YOUR RADAR
🎧 I Hate It Here Podcast: I'm always dropping new episodes with your favorite People Ops leaders! Until we return with a new season of guests, enjoy some of the greatest hits! Check it out on Spotify or Apple Podcasts!
❤️ From ‘I Hate it Here’ to ‘I Love it Here’: Your Culture Transformation Roadmap. HR can influence culture change in any organization, and this course teaches you how. Join the Safe Space community to access it!
📝 RESOURCE OF THE WEEK
Each week I feature a resource I love from the Safe Space library that I believe would be relatable to this week's newsletter topic.
This week, we’re dissecting what it means to be curious. Check it out HERE ⬇️
🫂 COMMUNITY HAPPENINGS
In-person Meet-ups
🍂 PHILLY, SAVE THE DATE! Come hang at Bok Bar on Oct 22 at 5:30 PM EDT. We’re talking an open-air rooftop in South Philly, fall weather, and an evening of swapping HR wins and workplace horror stories with people who get it. No icebreakers, no presentations. Big thanks to Dawn Whitfield for hosting and Brian for the venue pick. Grab your spot 👉 here!
🍺 ASHEVILLE, come hang! At Highland Brewing Company on Oct 22 at 5:30 PM EDT. We're talking crisp mountain air, a cabana inside an old grain silo, food trucks, and your first drink on us. Big thanks to Andrew Wachter + Highland Brewing for hosting. Grab your spot 👉here!
Charlotte - your fall in-person meetup is in the works! Stay tuned 👀Want to host your own meetup? DM Kat!
Must Attend Virtuals
💻 NEW VIRTUAL ALERT! Join Jenni Kavanagh on Oct 22 at 12:00 PM EDT for a 45-minute working session on what’s really keeping them stuck, plus a three-part diagnostic to use before you recommend coaching. Grab your spot 👉here!
☕ October’s Virtual Coffee + Cowork on Oct 21st, at 1:00 PM EDT is now live! Hosted by Kat. HR team of 1? In need of body doubling? Simply want to hang out listening to lofi beats with your fav community? Trust, it’s always a vibe. Come hang with your your ppl, secure your spot 👉 here!
FRIDAY FUN
😔 we've all been there?Copy anchor linkCopied
This photo of Mariah has been the talk of the group text! This week she saw The Last Supper painting and posted this gem to instagram and honestly... never been more obsessed.
Also... how many team dinners have you been to that look like this?!
That's all for this week! I hope you enjoyed! If you have any thoughts, please let me know. I'm allll ears.
Reminder: Today is FRIDAY. 🙏
