Story of why your managers can not give you an out of cycle raise.
I moved out of TMobile a few year ago and took a EM role in a mid year company.
Well, I hired, fired and trained people to grow into senior engineer positions.
Three years into it, one of the engineer (SDE-2) did really well for the last two years.
This year after hiring other SDE-2s, we had an inequality of performance vs TC.
The story begins when I started talking to HR and Manager to get this person a raise. About 8% to get them to make them the top earner(205k base).
Well, it was declined as this person is already motivated and not a flight risk. I kept requesting it for two months. But then gave up fighting for it. I got so demotivated, that I had to take a week off.
Story did not ends here, after I came back from PTOs, I made a plan and talked to the engineer and convinced him to fake quit his job, I promised him that I will make sure that he doesn't leave. He trusted me and did it..I reached back out to management and HR, I was asked to get the numbers from them and where they are going, we used levela.fyi numbers from similar level company and got him 15% raise and 20k one time bonus. This happened mid 2021, he is inline to get promoted to SDE-3 in 2 months and possibly will get 10-15% raise again and equity grant.
But I am frustrated with playing these games and thinking to change job to a company where managers have leverage to give more money to their people if they deserve within reason.
I have played other shitty games to get what my team deserves. But I understand why most SDMs don't want to fight this fight. I might not anymore too.
TC: 350K.
#tech #sdmLife #processea
comments
I know they deserve better coaching and growth.but their managers care for them, but don't have what it takes to grow their people.
These managers still works in IC role and makes everything about them. Their teams geta nothing and they themselves grow and change teams.
Surprisingly I have seen engineers who are already running on level higher in other teams, but their manager wont promote them as it requires commitment from SDMs. I have acquired some of these folks in my team by coaching and got them promoted..
And like others shared there are reasons of bias due to which this is not encouraged.
However, I completely agree that companies tend to care less for top performers. They care way too late when employee has already put down papers.
Its exploitation of the passionate and motivated. π€¦ββοΈπ€¦ββοΈπ€¦ββοΈπ€¦ββοΈ
When attritiom is low, there is no way, they will budge.
In current market of resignations, they might.
Disagreed with the part that if the managers will have power to raise someones pay, the bias can kick in.
IMHO, if the managers are biased, they are going to be biased anyway, like promoting specific people, giving more opportunities to some but others.
I have seen it all in last 15 years.