Should a supervisor earn more?
I am the technical supervisor of five people. We recently got a new employee in the department, for whom I am also a technical manager as team leader. In the long term, the new employee will be on the same pay grade as me. However, I am currently one pay grade below him because I have had to work my way up over the last four years, one pay grade at a time. The new employee was given his final pay grade straight away because "nothing can be cut for him," but he's starting at zero, and I'm way ahead of him. I see a certain imbalance here—is this justified? One thing is that he will be on the same pay grade as me in the long term, even though I am his technical supervisor; the other is that I am currently even one pay grade below him.
(4 votes)
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Will it also depend on the professional experience that the new employee has already accumulated in other companies, or not? Maybe he’s been working high for years in his last job, and he doesn’t want to start down here again.
So if I changed my job today, the entry salary at the new company would also be minimum what I deserve here. And it’s the same to me who has to work up there for how long to earn so much.
Your boss will have been thinking about whether this new employee is worth the money.
If you want more, negotiate with your boss or find another company, but envy doesn’t go.
Wages should be paid by skill, experience and output. Just being pre-legislators is not a convincing argument for me.
If something goes wrong, the superior is shaved and not who can or has experience. So responsibility should definitely be paid.
It would be interesting to see who you can demonstrate the higher qualification.
In principle, you are free to enter into wage negotiations with your employer.
My brother-in-law never studied and had to work hard. No one can keep with him from the professional experience. Since he has the overview of the small company he also gets hired and classified like others. It is therefore rare that university graduates are hired with him, although they do not have any professional experience and always get advice from meiinem Schwager, because he has more professional experience than my brother-in-law, because they can have a higher degree. Is that fair?
He also feels this unfair and often has discussions with his boss.
Some things are unfair and negotiable in the world of work.
I have also been relocated to the bank and, after 3 months, I have to say that as a procurer, I deserve much more than my manager is. Unfortunately he got the nick and then the bullying started. So that I didn’t survive the trial period was no wonder.
Freely negotiated is still a subject for itself. There the wildest constellations can come about and if there is someone better negotiated you don’t have to go after all the others.
In the collective agreement, I can absolutely understand “ihm nix brevity”. You wouldn’t want to come somewhere else. That you haven’t arrived yet isn’t his fault. I would have expected the responsibility to be taken into account. Nen Teamleiterebonus or whatever it is expected to do, and in the long term it will bring you financially. With us, I don’t think it’s worth €250 wherever you’re in the collective agreement.
I assume that you as a professional leadership can also be more than the new one?
If the principle of “equal pay for equal work” applies, then the team leader should do more and can see his leadership on the payroll than others.
It won’t leave you any other way than to have a personal conversation and to say that. I’d have an intermediate certificate. You can also see how to evaluate your work performance.
Would you consider a termination?
Such constellations are probably a thousand.
As a team leader, I have no insight into the salaries of my employees.
This is consciously so controlled because I would not get to work anymore if I would see how much more my employees get.
That’s all my team leaders.
But who has to hold his head when something goes wrong? You or your employees? How much do you get as a team leader bonus?
I have to hold my head. Should be clear. Otherwise, the team leader is not a leader.
That’s why he should earn more than the people who are subordinate to him. My opinion. He carries the risk and responsibility for the decisions for the group.
Yeah, but you have to tell your boss, not here.
Whoever bears responsibility for others must also have more money.
Except the one would be something special. That he can do what nobody else can.
Okay, I have to tell my boss. But for the first time, I want to assess whether my gut feeling is right. Thank you. And no one can’t do much more.
I mean now also really special, zb you are a drilling team and only he can drill through granite or something.
No, it’s not.
Whoever bears responsibility must get more money,
No, as I said, he can’t do anything because strange and only the next two years must acquire the knowledge from 0 to.
No. All right. Sounds like public service. You will be paid after work. It often happens that team leaders earn less than team members with other tasks.
No is free economy/industry with IG metal tariff.
Then make it clear to the trial and your superior that you deserve more money. So show what performance and what added value you bring to the company as a team leader. The argument shouldn’t be, I’m a team leader, so I need more. That’s why I deserve more. Otherwise, you’re gonna be like a little envious guy who’s picking up my feet.
Then you have a wage negotiation??? Just because he did better than you, you can’t cut his wages.
where is that the one who acted better?
Where is your problem — if your employee is worth the salary, just give him the money.
He can’t do anything yet. Competences in English are completely lacking in contrast to me, although it is intended to represent me. They didn’t find anyone else. So it is definitely not rated by competence. For fear of not finding anyone else, the overpaid one has been put into me.
Then this knowledge should be enough to demand a significant increase in salary.
Not with the “who has more” argument, but what you do for the company.
Then it seems extremely good to negotiate.
Nobody gets anything today.
That’s exactly what I see. That’s exactly what I’m gonna do in a personal conversation.
According to comments from the FS, the new applicant does not bring knowledge in the subject, must be incorporated from 0. The applicant was only taken because there was no real alternative.
Therefore, hopefully the collaborative employee, who has even more responsibility in addition to knowledge, should be worth more. After all, it would be necessary to replace for the company an even more expensive more complex thing.
And who judges who does more for the company?
I repeat my argument that there is often a great difference between the self-assessment of the person and the external assessment (e.g. by the next higher superior).
I believe that this is the usual difference between self-assessment and foreign assessment.
I’m curious who the two of them are the joint boss in 5 years.
The question is that he has worked up slowly. Another one now gets more is another thing. Loss of it only helps a conversation here. An employer, especially with several employees, will not always consider whether everything is uniform when the shop is running.
Then it surprises me what his superior probably did, that he doesn’t get anything.
on the contrary, today you get extremely much to stay as a worker
Then you go to your superior and ask for an increase in salary (addition for MA guidance, etc.) / increase in height. So this discrepancy disappears.