my boss says I do great work but won’t give me a raise after 3 years

by Alison Green on October 31, 2024

A reader writes:

I’m early in my career but have been in my current organization (10,000+ employees) for over three years. I was hired in a two-person “department,” where I am an individual contributor reporting directly to the department director. Since I started in this position, my manager (George) and I have had conversations about the “unique structure” of our department and how that would provide me with freedom and flexibility to shape the scope of the role as my skills and experiences expand.

I realized within the first six months of this role that “unique structure” was code for “never getting a promotion.” There are no positions between myself and George (whereas other departments have multiple individual contributors, managers, senior managers, and directors) and I have no peers in my department. While it’s true that my role has expanded in scope over the years, my compensation hasn’t changed. Whenever I try to bring this up with George, he gives vague answers about “the budget being tight” but emphasizes how much he depends on me and how he’s glad to have me as his “right hand.”

Throughout my three years, George has alluded to possible raises and promotions that never end up happening. There was the promise to create a new supervisory position for me that fell through without any further explanation. When we finally hired a new member of our department, George started a months-long unexpected leave a week after the new hire started. I covered many of George’s essential duties during his leave while also training and supervising the new hire, although that was never formally recognized. When that new hire left within her first year because she was being underpaid, I became the formal supervisor of her replacement with no change to my title nor compensation. I accepted each of these supervisory opportunities (in addition to the increasing scope of my other projects) with an optimism that I would be rewarded eventually, but my boss kept coming back to the same excuses whenever I mentioned I felt I deserved a compensation increase.

In an effort to not sound greedy, I would phrase these compensation discussions as “looking for formal growth opportunities,” but I did once flat-out ask for a raise once George returned from leave. He initially denied my request, citing the apparent “tight budget,” but emphasized that everyone with whom I worked gave me glowing reviews of my coverage of his work. A few days later, he claimed he “hassled HR” and they “reluctantly” let him give me a one-year retention bonus that amounted to about 5% of my gross salary. I was to receive the lump sum immediately but would be required to pay the organization back if I were to leave the role within the year. This felt insulting. I accepted the bonus and started looking for a new job, figuring I could negotiate the bonus repayment into a new salary once I got an offer with a salary increase.

I have gone through a couple sprints of aggressively applying to jobs over the past year but nothing has panned out. Now, a few months after the year-long retention period, I’m still working here and feel like I’m being exploited.

My first question: am I actually being exploited? It’s easy to feel that way since I’m young and naïve about how these things work, but every seasoned professional I’ve talked to insists that continuing to go above and beyond will pay off in the end, even if it hasn’t just yet. I am less inclined to believe that that’s true now in the same way it was when my parents were young professionals; it feels like I just keep meeting increasingly challenging expectations and given the same excuses.

My second question: what leverage do I have to demand a raise? I don’t have a job offer to use as negotiation with my current employer, nor do I have an income source should I decide to leave this job out of principle. I know making an empty threat to leave the company will destroy any future bargaining power I might have, but I’ve also been job hunting for over a year with no luck. I don’t want to be financially stagnant until I can find a new position if I don’t have to be.

Is this worth having any sort of conversation with my boss right now, and what should my ask be? Or should I just be grateful to have a job when so many knowledge workers are unemployed right now?

Yes, I think you’re being exploited. You’ve been working for three years with no raise (just one paltry “retention bonus” that isn’t even actually a raise), despite your responsibilities increasing significantly, including new managerial responsibilities. Your boss calls you his “right hand” but isn’t willing to back that up with money. He’s promised promotions and raises that have never materialized. At this point, you’re being paid less in real money than when you started (because of inflation) while doing more work and having significantly increased your value.

It’s true that going above and beyond can pay off — at workplaces and with managers who recognize it that way. But once your workplace and/or manager demonstrates that they don’t respond that way, it’s in your interests to recognize that and go somewhere that will. The time to start expecting that recognition was about one year in, and the time to get very concerned that it wasn’t coming was after you started managing a whole other employee without being compensated for it. At this point, three years in, they’re just taking advantage of you.

As for what leverage you have to push for a raise … let’s find out. Any sensible manager knows that when someone asks for a raise, they risk losing that person to better opportunities if they turn them down. Your boss may be less convinced of that than we want him to be because you’ve hung around this long … but “you’ve hung around this long” can also be used to your advantage, by highlighting that you’ve been patient but that now the situation has become unsustainable.

Say this to him: “I’ve been here three years with no raise, despite my responsibilities increasing significantly during that time, including taking on a management role with no additional compensation. At this point I’m earning less in real dollars than when I started, due to inflation, but doing a lot more. You’ve alluded several times to me deserving a raise, but I haven’t had one. I’d like to stay here and continue growing, but I do need my compensation to reflect my contributions.”

He’ll reply with something about the budget being tight, to which you should respond, “My understanding of that is why I’ve waited three years, but at this point I do need my salary to reflect the work I’m doing.” Then stop talking.

You’re not making explicit threats to leave here, but if George has any sense at all, he’ll understand that he’s risking that.

If he comes back with another “retention bonus,” push back: “I’m asking for an increase to my base salary that’s commensurate with the work I’ve taken on.”

But even if they do give you a raise, you should keep job-searching. This is a place that will only compensate you fairly if you push and push and push (and even then, any raise they offer will probably be lower than what you’ve actually earned). Your underpaid coworker had the right idea when she left. And there’s a built-in ceiling on what you can do in your small department anyway.

Normally I’d recommend looking at internal transfers as one way get out from under this boss — but first I’d want to know whether under-market pay is an org-wide issue or not. (Your boss definitely wants you to believe it is … but talk to people on other teams to test that.) If it’s org-wide, you’re better off going somewhere else altogether.

Also — it is not greedy to ask for a raise that reflects your value. Please disabuse yourself of that line of thinking. It’s to your employer’s advantage for you to believe that, and it’s bullshit. We work for money, and we deserve to be paid fairly for our labor, which means increased pay as our value to an employer increases.

You may also like:
{ 194 comments }

{ 194 comments… read them below }

  1. ThursdaysGeek*

    Please keep looking, read AAM for resume and interview guidance, and then give us an update when you’re in a better place.

    1. Jellyfish Catcher*

      Came to second this, including AAM guidance tools.
      You’re MUCH more valuable than they are paying you.

      1. Sloanicota*

        Yeah, OP is well positioned to be one of those people who comes back and says they got a 50% payraise with their next job. It happens, OP! Believe it and go out and get it! (probably not here under this boss).

        1. Slow Gin Lizz*

          I got a 40% pay raise at my new job, it happens! I left a somewhat similar situation as OP, where I was making very under market for my expertise. It wasn’t at a big company, it was at a small nonprofit, but I was the only person at the org that did what I did. I was very good at that job and my boss advocated strongly for me to get a promotion, but when TPTB turned down her request, I kicked my somewhat casual job search into full gear and got a much better paying job a couple of months later. I would much rather have stayed at OldJob, because my boss was terrific and I did care about the constituents we supported, but as soon as TPTB demonstrated that they didn’t value my expertise, I knew it was time to go.

          OP, keep that job search going, and if you can, don’t apply to any jobs that only compensate you a little bit more than what you’re making now. You have three years of experience in the field, you are being paid less than you need, and you definitely deserve to be making at least 10% more than what you’re making now. AAM often says that pay raises at your current job will likely only be 3-5% and it’s when changing jobs that you can get a nice pay bump, so do your best to make that happen. I found it extremely freeing to only consider jobs that were $20k more than my salary had been; in the past my pay had barely changed at all between jobs and now I know (thanks, AAM!) that it’s ok to ask for what you need and deserve. Good luck, OP!

          PS Don’t forget to include on your the fact that you acted as de facto department head while George was out. That’s a big deal, IMO.

        2. Alicent*

          I ended up making almost 100% more within a couple years of switching jobs and I work half the hours. My bosses are super nice and accommodating and appreciate what I do vs the bullies at my previous job who often tried to guilt me out of asking for a raise or said I needed to work more than the 60+ hours I was already working. To be clear I was a highly educated professional making under $20/hr many weeks. I felt hopeless before I found this job so try to keep your chin up.

  2. I should really pick a name*

    I don’t have a job offer to use as negotiation with my current employer

    Even if you did, I’d say you should take the job offer no matter what your current company offers. If it was this much of a fight for one raise, what would it be like for the next one?

    1. Observer*

      I agree. Do not try to negotiate once you have a better offer. Just give your notice and go. Even if they come up with a raise.

      1. Excel-sior*

        I’d be tempted to say *especially* if they come up with a raise. because that would show that they could have done so all along, they just didn’t want to.

        1. Mongrel*

          Yep.
          If can only do the right thing when they have no other choice then they were in fact exploiting you.

        2. TeaCoziesRUs*

          Yup. Why cut into profits at all, so long as you’re showing that you’re willing to work with no raise?

          Also, if they hem and haw about giving you a raise I’d go back to doing what you were accomplishing in the first year, and throw that extra time and bandwidth into finding your next job. Malicious compliance can be a glory sometimes.

          Best of luck!

    2. Momma Bear*

      Agreed. Get out of this company.

      I bet you paid significant taxes on that bonus so it was even less than the 5% you cited (unless that was post-tax). I had that happen to me once – while it was nice to be appreciated, it didn’t become part of my base salary and didn’t actually amount to much.

      1. ThatGirl*

        Bonuses don’t actually get taxed at higher rates, it just can seem that way when it’s a big lump sum. It would still be counted as regular income for the year.

        That said, I agree that a one-time retention bonus isn’t worth much and either this company, your manager or both really suck.

        1. Lisa*

          Yes, this. Withholding for bonuses is often at a higher rate to avoid under-withholding, but it just counts as any other wage income when you actually do your taxes.

        2. DJ Hymnotic*

          IDK how OP’s employer works but my most recent one (of a similar size to LW’s) automatically withheld taxes on our bonuses at a rate significantly higher than what our tax bracket would be. And while I fully believe in paying the taxes I’m supposed to pay, having my employer unilaterally decide to withhold more definitely made the bonuses feel less celebratory.

          I concur with everyone else advising LW to find greener pastures if they can. I’m not quite as anti-counteroffer as Alison is, but “the budget being too tight” for three years as more and more responsibilities are heaped upon LW’s shoulders sounds like a culture and/or systemic problem that a counteroffer by itself can’t fix. Would love to hear an update from LW if they feel so inclined.

          1. note reg w/h*

            Just a quick note that if you are in the US, your employer likely isn’t making a unilateral decision about what to withhold. The IRS requires 22% withholding on supplemental payments for 2024, which bonuses typically fall under if they aren’t part of your regular pay. And each state has their own rules about state withholding on bonuses as well, in addition to the fed withholding.

              1. Pescadero*

                No, you didn’t.

                They may have *withheld* 60% – but you paid the exact same tax rate on a bonus as all your other income (and the highest bracket is 37%).

          3. Bee*

            About a third of my income is commission, and tax is withheld at the highest rate possible per federal law, but when I do my tax return it corrects to my actual tax bracket based on my total income and I get at least $1k in my refund. (This is why bonuses at the end of the year are better than at the beginning of the year – you’ll see that return much sooner! It’s also why I’m always excited to do my taxes, lol.)

          4. Freya*

            If you’re in Australia, the procedure for withholding tax on bonuses is meant to go:
            1 – make a note of what the normal withholding for your normal pay is (or the withholding for your average pay so far this year if you get regular bonuses)
            2 – divide the bonus by the number of pay periods in this financial year
            3 – add the divided bonus to your normal pay (or average pay)
            4 – work out the withholding on the pay+ you worked out at step 3
            5 – work out the difference between the withholding on the pay+ and your normal pay
            6 – multiply the result of step 5 by the number of pay periods you used in step 2
            7 – your withholding is the smaller of 47% of the bonus and the result of step 6

            Basically, the calculation is meant to get you pretty close to what the tax will actually be, by figuring out what your tax would be if the bonus were spread out over the entire year. The 47% thing is because that’s the highest marginal rate (45% income tax plus 2% universal healthcare levy), and applies to every taxable dollar you earn above $190,000 so if 47% of the bonus is the smaller amount then you’re earning above that threshold anyway. We don’t have state income taxes the same way the USA does, so that’s it for income tax.

            Here, employers are required to follow the instructions from the tax office OR any instruction from you that does not bring your withholding below the instructions from the tax office (you CAN get your tax withholding varied to below the normal employment income rates, but you do that by filling out a tax office form and then the tax office gives instructions in writing to your employer. You can _always_ ask your employer to _increase_ your tax withholding to more than the minimum without going through the tax office). Your employer may not mess with your remuneration (wages, bonuses, commissions, superannuation, tax withholding) without instructions in writing in advance of the change.

            I’ve known a few people who ask their employer to withhold extra because Australian tax returns are due at Halloween, so they get a tax refund right when they’re buying Christmas presents.

        3. Harried HR*

          The IRS considers Bonuses Supplementary Income which are taxed at a flat 22% which is typically significantly higher that most peoples Federal Income taxes had those earning been Regular income

          1. Lisa*

            No. They aren’t *taxed* at that rate, they’re *withheld* at that rate. When you do your taxes if your actual tax rate is less than that you’ll get the difference back.

    3. Sloanicota*

      Yeah to be honest I don’t foresee much luck with OP just trying to pressure their current boss; I think you have your answer from them – they’ll be happy to keeping adding responsibilities forever at the exact same, or essentially the same, rate of pay. Put all the energy you have into job searching. Take a week off and spend it job searching. Put out feelings to your network.

    4. MigraineMonth*

      100%. Read all of Alison’s advice on why taking a counteroffer is generally a bad move:

      1) Possibly burns a bridge with the org offering you the job

      2) Puts current boss on notice you’re looking elsewhere, so you might be treated as a flight risk (first to be laid off, not given training opportunities, not given desirable long-term projects)

      3) Sets yourself up to continue to be underpaid until the next time you have an offer in hand. Future raises will continue to be denied–after all, you just had that big counter-offer raise!

    5. 2 Cents*

      Agreed. Do not use the job offer to force George’s hand. Use the job offer to move to a new job! You will be better off in the long run because the other things that annoy you about this current job (which I bet there are some) will not change. It’s better for your career for you to move on!

    6. JPalmer*

      Specifically spelling this out say you get an offer on a new job, that offer does not last forever and the fleeting leverage is hard to actually turn into a stable.

      Your employer can:
      Do nothing, you take the offer and your employer finds someone else to exploit. Boss Neutral to Boss Loss
      Do nothing, you don’t want to take the offer (or they call your bluff), and you have no leverage. Boss Wins
      Provide promises of raise ‘next fiscal quarter’ or something, no raise ever comes and your offer has expired. Boss wins
      Give you a raise, but raise the demands of how much work they expect you to do. Boss wins
      Give you a raise but resent you and seek to punish you for having power in a relationship they are used to holding all the cards. Boss treats you worse. You lose
      Boss recognize you’re unhappy and ready to jump ship, they get rid of you and replace you. You lose.

      The chance you actually come out on top in these situations is so minimal. If you are exploited for a long time you are better off moving on to someone who recognizes your worth.

  3. Stuart Foote*

    There is a possibility that everything will work out and you will get a raise, but that rarely happens in my experience. Yes, you are being exploited. No, you are not realistically getting a raise. Your only realistic option is to find another job. No, you do not have any leverage whatsoever unless you actually have the ability to get another job.

    The good news is every month you work you gain experience that makes you more attractive to other employers, so your chances of getting another job rise every day. Also, if workers you have a good relationship leave your current company, keep in touch with them! Odds are good they can at least help you get your foot in the door elsewhere (or even hire you themselves). Also let your friends and family know you are looking–many people like being able to help and maybe get a referral bonus from their employer. Good luck–I have been there and it absolutely sucks to work hard and not get rewarded.

    1. Sloanicota*

      My take on the maybe-myth that it’s a good professional practice to “do the job before you get the job” (definitely something I was taught when entering the workforce) or “give 110 per cent and go beyond your position” (not something I ever subscribed to) is that if it’s going to work, it’s going to work in under a year, probably more like six months. If after six months you haven’t seen strong indications that it’s working for you, you’re not in one of those situations. Weirdly, they did not tell me that part out loud when I started out.

      1. Kevin Sours*

        I’ve seen it work out. But if you are going to do it, it needs to be with the mindset that if your contributions don’t get recognized in your current role you need to go find somewhere they will be.

      2. For realz*

        give 110 per cent and go beyond your position” (not something I ever subscribed to)

        Big surprise there.

        Raises should go to people who go above and beyond.

        1. Bird names*

          Could you elaborate what your suggestion would be for LW? The “should go to” has apparently not worked in her case.

        2. Starbuck*

          What a silly thing to say. LW hasn’t even gotten a cost-of-living increase, which should be standard for everyone.

      3. AnotherOne*

        yeah, this is a thing in my office because we essentially have create-a-position. after the entry level positions, like OP- we don’t have natural growth opportunities.

        That said, my office is essentially if you take on new tasks and wanna go “i can take on x,y, and z so my new position can be queen of stuff.” They’re always open to the argument.

        They’d rather you stay and pay you more (though support you leaving.)

        If that isn’t your office- and it sounds like it isn’t OP’s (or at least not OP’s boss). I agree- it’s time to move on.

    2. MigraineMonth*

      I’m going to push back a bit on not having any leverage whatsoever at the current company. It’s possible that LW’s boss will respond to a strong, well-researched case for why replacing her will cost the boss a whole lot of time and money, especially having lost the last person in the department because they aren’t paying enough.

      Alison’s strategy of laying out the case–especially if LW can find the going rate for hiring someone with her experience would be–and then being silent can be a powerful one. We all know the boss is going to try to blame the tight budget, but if LW left tomorrow the boss would have to find some way to hire their replacement.

      2. Grith*

        Exactly this – hiring people is a pain. And the higher LW goes and the more George and the company have come to rely on her experience, the more of a pain and the more expensive a replacement will be, and the longer it will be that responsibilities have to be covered and other work will be disrupted while the replacement is brought up to speed.

        The case LW should make and the leverage LW has is that all the company needs to do is pay a little more (in relative terms for a decent-sized company) and in return they get continuation of LW’s high-quality work and minimal need for supervision. And that’s actually really valuable when held against the cost and disruption of finding and training a new staff member. Don’t devalue what you’re already doing LW!

        1. TeaCoziesRUs*

          I like the idea of adding the managers time-money in as training costs. IE – “It would take you at least 100 hours over the course of 3 months, with the first weeks being 10/hrs each, to train someone to replace me. You make $200k/ year, which means your time is worth $100/hr. It will cost you $10,000 of your own time to train my replacement… and you’ll still lose all the experience I’ve gained since the initial training. And that’s for just the non-managerial work. My $20,000 raise request doesn’t seem quite so onerous in that regard, does it?”

  4. learnedthehardway*

    You’ve been there 3 years, your responsibilities have increased, your mandate now includes managerial responsibilities. They should be paying you according to the value you bring, and you’re bringing a lot more value than when you started.

    I think it is time to start job hunting. This company / manager doesn’t seem serious about providing career growth in a meaningful way (as in promotions and compensation).

    1. Jessie Spano*

      “I have gone through a couple sprints of aggressively applying to jobs over the past year but nothing has panned out” – OP

      1. MassMatt*

        OP should stop sprinting and consider it a priority until achieved, don’t do just an unsustainable burst over a couple weeks but keep at it until it’s done. A marathon (if need be) and not a sprint. I know it’s hard, job hunting is awful, but it’s imperative in this case.

  5. A Book about Metals*

    At a 10,000 person company how many levels of management does George have to go through to get you a raise? It’s possible you may have to enlist help above him or more likely keep searching – it seems this place is just stingy

    1. Jellyfish Catcher*

      The only way is to either move away from your manager or, more likely, move from this stingy company. You’ve lost 2 years of extra pay!
      You’re competent with managerial ability and experience; another company will be happy to snap you up. Research what that level of fair pay would be, so you can negotiate a reasonable starting salary with the new place.
      AAM has all sorts of info on how to effectively to that.
      You can do this!

    2. Paint N Drip*

      I’d love to hear Alison’s thoughts on this. Is it crazy for OP to go to their grand-boss or right to HR? Is it George holding things back or ACTUALLY the company’s fiscal situation? (Uncharitably I wonder if their little department has a budget of X so the larger piece of the pie that OP gets, the less for George’s salary or pet projects)

      1. Dawn*

        After three years I don’t think OP would have anything to lose going above George’s head, so long as it’s handled correctly.

        It does have to be handled with some care, but I have to assume that OP has connections with people above George if they spent some time doing George’s job when he went on leave.

        1. Sloanicota*

          I’d rather see OP look into networking within the company to get a better position that’s not under George, rather than leveraging that network to try to get George to budge.

          1. Dawn*

            If George may have been withholding raises in a way that’s legitimately against policy, it’s worth delicately floating the topic to see what you might learn.

            And anyway, why not both? This isn’t a zero-sum game.

            1. HonorBox*

              I think inquiring with HR about how salary increases are generally handled would be well worth it. I can’t imagine a 10,000 person company not giving any sort of wage adjustments during a three-year tenure at the company. It might not be a huge sum, but some sort of regular salary increase seems reasonable to expect.

              2. Ally McBeal*

                Completely agreed. If LW’s only conversations about compensations have been with George, they need to go to HR.

              3. Glitsy Gus*

                This is a good tactic. If you are asking a “general question about policy” then you can get the info without coming out and saying, “I think George is full of B.S.”, which could create an awkward situation that puts George more on the defensive. At the very least it will give you a bit more meat to add to the discussion you have with him to try to get at least a bit more money while you look for a new job.

                But really, look for a new job.

              4. MigraineMonth*

                LW, if you are female and are being paid less than male managers with the same amount of education/experience–regardless of how well they negotiated for their raises or how reasonable their bosses were–HR should be extremely concerned (in the US, at least).

    3. Another Kristin*

      A 10,000 person company should have a yearly compensation review process with a basic cost-of-living raise plus additional merit-based increases. Unless George has done some kind of complicated end-run around the company’s standard HR, it’s very likely that the company is just very badly run and/or relies on exploiting its workforce.

      1. ThatGirl*

        Yeah, it’s wild to me to imagine an org that huge that doesn’t give annual reviews and raises, even if they’re a little paltry.

        1. BigLawEx*

          This is where I land, which makes me wonder has he talked to HR or to whoever can approve a budget.

    4. Sheworkshardforthemoney*

      Or George doesn’t want to lose his golden goose. He has a hard worker who goes above and beyond for a pittance. I will bet real money that when, not if the OP leaves it will take 2 people to replace her.

      1. MigraineMonth*

        But why is George invested in underpaying OP? If they’re essential to the department, I would expect George to be fighting for them to get raises and bonuses. Since he isn’t the business owner, presumably the raise wouldn’t be coming out of George’s earnings.

        Is George responsible for the department’s budget, and it looks better if he can underpay on salaries? Is George able to inflate his own salary or get a bonus for keeping the department budget low? Is George afraid promoting OP will cause others to notice and try to poach them? Is he just a bully who feels better making other people suffer?

        1. Artemesia*

          I know someone who was given a budget for raises and for several years gave it all to themselves and none of their reports because ‘I do most of the real work anyway.’ They got away with stiffing the employees for years until management in the main office found out about it.

          I bet George has NEVER once asked his superiors for a raise for the OP and it is not impossible that he manages a small zero sum budget and so gives himself raises but not her.

    5. Not Tom, Just Petty*

      The only point of contact OP has at this time is George. I think OP would benefit from a talk with HR of a 10000 person company about annual reviews and bonuses. This is absurd to me. I work for a 2000 person company. If my review hasn’t happened on the date of my anniversary, my boss is getting a message that her boss got from her boss. How is this person running a rogue department. Does OP have the title he thinks he has or is it some administrative title. I’d dig deeper to see who the hell the company says I am and why they are not looking out for him.

  6. Miss Pickles the cat*

    I am so confused as to why an organization of 10,000+ employees doesn’t have a formal review/raise cycle for all of their employees. Most companies of that size typically have a formal cycle; its not a small company. Are they really not giving raises to all of those people on a regular basis? What is their turnover, and how do they hire new people? If I were you, I would definitely keep looking for another job. You seem to have gotten good experience, showed growth, and the bar seems relatively low for a job that is better.

    1. Alton Brown's Evil Twin*

      Excellent points.

      OP, have you talked to others in the company in your age/experience bracket about any of this?

    2. Observer*

      I am so confused as to why an organization of 10,000+ employees doesn’t have a formal review/raise cycle for all of their employees.

      You don’t know that it actually doesn’t. Because the problem here is that it’s possible that George is not playing it straight with the LW. In fact, I would say that whether there is a process or not, it’s highly likely that George is not playing it straight.

      Which Alison’s advice to see what’s happening in other parts of the organization is sound.

      If I were you, I would definitely keep looking for another job.

      Agreed 100%!!

      1. Hannah Lee*

        This is my suspicion.
        George has a lot of control here and he’s OPs primary source of information.

      2. My Useless Two Cents*

        I’m definitely falling into the George is not playing it straight crowd. If anything I’d say George’s behavior is downright fishy. 1) Never trust a manager that promises but never delivers raises/promotions. 2) He hired someone to help cover the work knowing he’d be gone for months but never informed, prepared, or compensated OP accordingly. Unless it was it was an unexpected emergency leave but he should have been bending over backward once he got back to make up for all the extra work piled on OP if that was the case.

        While reading the letter, I was thinking stingy boss. And there isn’t a lot you can do about a stingy boss. But the comments reminded me that this is a large company and there are probably practices in place for COLA or to at least keep pay competitive. Heck, my boss is pretty stingy but even he explains if he is not giving out token raises in a given year (and not just vague budget concern explanations).

        At this point, I wouldn’t trust George and I would avoid any more one-on-one conversations and put everything in writing. I’d try emailing George, with a little CC to HR, listing the additional tasks and responsibilities, a mention that you’ve had no raise in 3 years, and ask that your pay be re-evaluated given the expanded scope of the job.

        1. Glitsy Gus*

          Yeah, I’m wondering if this is a situation I have been in previously where I found out that department managers were given a general budget for pay, including raises and possibly discretionary bonuses for when people really do something well beyond the standard. The catch here was, if they were able to keep that budget below a certain threshold, the MANGER got a bonus out of that pool. It was very screwed up, because while most managers still used the pool constructively and fairly, there were enough managers that just decided THEY deserved that bonus more than their team members that it caused a lot of unrest and ended up being dismantled due to, basically, impending revolt.

          1. MigraineMonth*

            If they were able to keep that budget below a certain threshold, the MANGER got a bonus out of that pool.

            Wow, no one thought that might be a problem? That’s like the letter earlier where the accountant was responsible for approving her own expenses, including paying her an accountant’s salary for “volunteer work”.

      3. Roland*

        My manager could never keep the annual reciew cycle from me because it’s in a bunch of emails, slack messages, and company meetings. In a 10k company, that stuff is going to be shared, your manager cannot stop the info.

    3. Smithy*

      In my experience, when you’re on a super small team – no matter what formal structures exist for the larger organization – they can easily not apply to you.

      Having been the junior staff member on a two-person team, the HR challenge is usually not so much making the case to promote someone but rather making the case to create new positions on the team. So if you’re on a team with a Director and Associate, whether the promotion would be to Sr. Associate or Manager – the Director is in a case of pitching that the team now warrants that role, and then once that role is created – making the promotion case. And on a smaller team, where just about any change seems more significant based on the team’s size, this can both be harder and also have a Director less experienced with making those asks than a Director managing a larger team.

      I say all of this by way of saying the OP should 100% keep looking to leave. In my experience, my supervisor was ultimately very bad at communicating the reality that no matter how good I was doing, the size of our team at X employer was never going to grow at a pace to acknowledge me appropriately. It’s not that my supervisor was terrible overall, but this was a unique and significant weakness.

      1. Miss Pickles the cat*

        Its not really the promotion part that concerns me, it’s that they haven’t gotten any raise at all in 3 years. Some companies its hard to get promotions just because of how their pyramid reporting structure is set up. I’ve been at the same company for over 10 years; I’ve gotten reviews/raises every year. I’ve gotten new roles, but they’ve all been lateral moves to different departments (and all had accompanying raises). I’m a mid range level, and its one of those companies where the # of employees at the level above me is much smaller than the # at my level. Also, TBH, I don’t really care so much about moving up a level.

        1. Miss Pickles the cat*

          My current company is around 20,000, and is currently in review season with much correspondence about due dates for various tasks in the review system. My last company was less than 500 people, and they had regular reviews and raises. It was more painful to keep track of, just because they used your hire date as the review timeframe instead of just doing everyone at once.

          1. Freya*

            My current company is less than 20 people, and reviews and raises always happen in the slow season before we start ramping up for EOFY. My boss also looks at the company finances at the same time and considers whether our charge rates will change in the new financial year or not – raises apply from when the reviews happen, and my boss sucks up the extra cost in the time between us getting the raises and the new charge rates applying to the clients.

            1. TeaCoziesRUs*

              That’s how you keep talented people – by letting them know their worth, even if it hits your own pocket for a month or two. Good boss!

      2. Sloanicota*

        Yeah OP has no idea how their role/performance is being communicated to others. In my experience, George is taking all the credit for the department and positioning OP as their assistant. Hate to by cynical but …

    4. Another Kristin*

      Yeah, just posted this in another thread! It’s very, very weird for a company with this kind of headcount not to give regular COL + merit pay increases. Either the company just super sucks or George is doing something shady.

    5. Starbuck*

      Yes, and it should also be easy to see lots of examples of currently open positions at the company and hopefully find out what the going rate is for entry level vs supervisor vs managerial (assuming they’re ethical and posting jobs with pay bands).

  7. Dawn*

    LW, expand your job search. At this point you should take anything (fair and reasonable) that will get you out of there. If you’ve been searching for over a year, there’s something else going on there; for starters, use the guides available here to revamp your resume and cover letter.

    You may also be searching in too narrow a field, or conversely and somewhat ironically, applying too much. You reference “bursts of aggressive job searching” – you’ll have a lot more luck if you’re picky about the positions you’re applying to, and then take the time to tailor your application materials to that position. I don’t know what you mean by “aggressive job searching” but if it looks anything like resume-bombing, you’re hurting your chances by doing that.

    Still, though, I think you need to do whatever you have to in order to get away from George; he’s obviously already warped your norms about what fair compensation for your work looks like and continues to take advantage of your (apparently) patient nature.

    1. GammaGirl1908*

      Agreed. I suspect LW is getting exasperated and applying to 20 jobs in 2 weeks, getting distracted for a few weeks, then doing it again. S/he would be better served by applying to 1-2 very carefully selected jobs a week every week.

      I cannot stress this enough: it is NOT greedy to expect to be paid for working, AND paid fairly for your value. Greed is selfishly demanding more than you’ve earned and taking an excess of what’s available. Your value has nothing to do with how much money you need to live or what you were paid in other situations. It has to do with what you are providing for the organization.

      Anyway, get out. If this is what you have to do to get your first raise, imagine what you’ll have to do for the next one.

    2. Sloanicota*

      Agree. OP I suggest taking a week off and spending it job searching. If you can, maybe go somewhere pleasant, whether that’s a nice resort with a pool or a cabin in the woods (that has Wifi). Get someone you trust to look over your materials. Read the AAM guidelines and take them seriously. Aim to apply to 5+ jobs a day before you kick it at the pool / hike in the afternoon – and then maybe another 5.

    3. Daisy-dog*

      Work with staffing agencies! That is plural because *yes* some of them will ghost you. But all you need is one to get you in your role.

    4. All Het Up About It*

      I’m also wondering if the OP is underselling themselves in the resume, etc. They seem like a person who could be prone to imposter syndrome, etc, when they talk about unsure about what’s realistic and if it’s greedy to ask for a raise.

  8. Goldenrod*

    I can soooo relate to this! I’m a staff person at a large university where this sort of thing is basic operating procedure. I’ve moved jobs within the university many, many times and that is really the only reason I’ve gotten significant raises over the years.

    And these aren’t internal transfers – you have to apply and interview for these “promotions.” The good thing is, you get to keep your benefits so I guess it’s a transfer in that sense.

    I massively agree with this part of Alison’s response:
    “But even if they do give you a raise, you should keep job-searching. This is a place that will only compensate you fairly if you push and push and push (and even then, any raise they offer will probably be lower than what you’ve actually earned).”

    I got a retention raise at one point, but it was still lower than what I had hoped for. I would strongly encourage you to apply for new jobs until you finally reach a place where you are being fairly compensated. Which will happen….good luck! Keep us posted. :)

  9. Timothy*

    Once again, for the people coming in late ..

    > .. it is not greedy to ask for a raise that reflects your value.

    Brand new employees have virtually no value. They have some skills, but don’t know much about the company’s culture, customers, goals, processes, etc.

    Experienced employees have lots of value, especially if they’ve been praised about doing great work. Two words: Pay me.

    1. Starbuck*

      “Brand new employees have virtually no value. ”

      Sorry, but I laughed at this. It’s true that it takes an investment to hire and train someone starting out and retention is much preferable to turnover, but saying a new person (any new person, really?) has “virtually no value” is a huge stretch and I think not a great attitude to internalize.

  10. Emm*

    Is George a first time manager? Is the issue here that he does not know how to navigate the system in his organization and can’t effectively advocate for OP?

    1. OhGee*

      When I was a new manager, I *prioritized* getting my staff appropriate salary and promotions. George has had three years to figure this out.

    2. Good Lord Ratty*

      After three years of managing, it’s laughable to suggest he’s in any new. That might have been an acceptable excuse in his first year, but after that it’s really not.

    3. Medicated Ginzo*

      It might not matter. In my experience, Georges — “department” managers with only one or two reports — are a menace. They don’t have enough people to do the work, yet they constantly need to justify their status in the org chart. So they show up to meetings they have no context for, claim special knowledge of unnamed clients, make up new requirements on the fly, and puff away into smoke the second you need something from them. The 1-2 reports are presumably doing any work that gets done, but it’s kinda invisible to folks on other teams because George is so busy promoting George.

      If this applies at all to LW’s George, that could explain what’s going on. Maybe he can’t (or thinks he can’t) get her a raise because he burns all his capital on keeping himself in a job. Either way, I don’t think it’s likely that he’s going to get better anytime soon, so LW should probably keep up the job search.

  11. Snarkus Aurelius*

    There’s a sneaky caveat that comes with the “going above and beyond will pay off” advice: **to a limited point!* Of course employers like to tout that carrot as if it’s just around the corner. Sometimes it is, but sometimes it’s not as in your case.

    Yes, you’re being exploited. You watched an employee leave because of low pay, and you still stayed. George saw you do that. So you either pull back on your roles and responsibilities or get an increase. Then go watch the scene in Office Space where Peter explains to the Bobs why he doesn’t work that hard.

    I’m reminded of a great meme: my employer pays me just enough so I don’t leave, and I work just enough so I don’t get fired.

    1. Adds*

      +1!
      My husband went “above and beyond” for 2+ years at his last job and all of those things just became expected of him like they were a part of his job that he was being paid for. They were not. He was doing a sys admin job for help desk pay. And when he asked for a raise (and to be paid the rest of his yearly bonus since they had only paid him half) he was told he could have his bonus, but he needed to demonstrate his value for a raise by going “above and beyond.”

      He works for himself now in a completely different field.

      1. Snarkus Aurelius*

        I’m reminded of the LW who had the audacity to complain that her employee wasn’t going above and beyond anymore after being denied a promotion.

        “But I still want to get something for nothing!”

        1. MigraineMonth*

          I remember an LW who complained when an employee stopped answering phone calls/emails on weekends (which LW clarified were not part of her duties but that she had done previously) after LW *demoted her*.

    2. Sloanicota*

      Yeah, sadly I do think there’s an effect where “my brilliant rock star employee is still here even though I know they think they’re underpaid” leads to taking that employee for granted or assuming they’re stuck with you because they’re not so in-demand, meaning maybe they’re not so brilliant. Humans aren’t very good at valuing things and tend to defer to *other people’s* estimations of their value. George may well not be noticing all the good work you’re doing any more.

    3. Elbe*

      Hard work can pay off, if you’re at a decent company who values its employees.

      It’s not at all naive to go a little above and beyond at a new job in the hope that you’ll be recognized for your efforts, but the trick is to be able to identify when your efforts are not being properly rewarded.

  12. Goddess47*

    That size of a company has a decent sized HR. At the very least there should be yearly cost-of-living raises (even if it’s below the COL!).

    At the very least, you should ask a ‘clarifying’ question to HR: “What is the process for raises and promotions within the company and how do I know when I am able to receive anything?” I’d be interested in hearing what they tell you.

    Sorry, but I’m suspecting you’ll need to find a new job for a raise…

    Good luck!

    1. Caramel & Cheddar*

      Yes, this! This is a company with 10,000 people. George says “budgets are tight” but there’s no way that the budget is so tight that a raise for the LW isn’t a rounding error on a rounding error in the grand scheme of the company’s revenue. Go to HR, because this is fishy.

    2. pally*

      This! Ask HR about the policy for raises -both COL and for merit. And find out who determines what their reports receive in the way of raises.

      I have a sneaking suspicion that George has been awarding himself 100% of the funds allotted to his dept for annual raises. I’ve seen it happen.

      The OP didn’t state it, but why isn’t George complaining about a lack of raises for himself?

      1. Grumpy Elder Millennial*

        Well, that’s an awful thing that is definitely a possibility worth investigating.

    3. Grumpy Elder Millennial*

      I like this. You want to know process and what kinds of things they want to see to support that process. A very reasonable request! So if anyone freaks out about it, that’s a big red flag.

    4. Disappointing Aussie Office Gumby*

      So much this! Stop going through George (who is looking shadier and shadier) and go straight to HR.
      What I’d ask HR at a company this size:
      1. I haven’t had any annual reviews in three years. Why not? Isn’t that supposed to be standard practice?
      2. I’ve been informed there’s never been any money for raises. Is this true? I find that hard to believe in a company this size. I’ve not had a single raise ever since I started and believe this is in error. (Can mention you expected COL raises and maybe a few other possible raises for a job well done, see point 1 above. There are several different types of raises and you should be cognizant of them.)
      3. [If they mention the retention bonus] Why did I get a retention bonus instead of a raise? It is not the same thing, because I have to pay back the bonus if I leave. If I’m worth being paid a retention bonus, I should be worth being given a raise. [could even be a case made that a retention bonus could be considered a hostile move, especially if there’s no protocol in place for regular raises of any kind.]
      4. I spent several months doing higher duties while George was away, but I never got any higher duties pay [yes, this is a thing] during that time. I believe I should have. Why didn’t I?

  13. squeeb*

    I’ve been wondering what the “normal” rate of salary increases is these days. Do employers do annual cost-of-living adjustments more frequently? My employer has a waiting period for new hires so I’m going to have to wait for almost two full years before my salary has a chance of being increased at all :-/

    1. Dawn*

      In, I think, a majority of companies, salary raises are tied to annual performance evaluations. But there’s also a not-insignificant subset which require you to ask for one.

      But it is fairly typical that you can’t receive a raise within your first year, and that in your second year you’ll be waiting for your company’s review cycle. That’s unfortunate when you come in near the start of a cycle like you did, but it’s fairly normal.

      2. ThatGirl*

        Waiting for a raise within the first year has not been the case anywhere I’ve worked. I’ve gotten smaller merit increases due to starting closer to the end of a calendar year, but everywhere I’ve worked as a FTE, I’ve had a review toward the end of a year/beginning of a new one, with a merit increase paired with/tied to my performance review in the early to late Spring. Raises have ranged from 2.5% to 5%. I’ve also gotten a couple off-cycle raises for various reasons.

          1. Roland*

            I mean sure but you also don’t provide “evidence” because this would be a difficult thing to provide non-anectodal evidence for.

            It’s also been my experience in places I’ve worked that if you started near the start of the cycle you’ll get in on it, you only need to have been there for a few months before any given review/comp activity.

          2. Starbuck*

            Ok, so what evidence do you have that isn’t also anecdotal? Are you claiming what’s typical just based on your own personal experience or something more?

      3. squeeb*

        Thanks for replying! I guess I’m thinking of the instant wage-compression that could happen with this type of cut-off date. If Employee A starts right before the magic date, and Employee B starts right after, their salaries will permanently be X% apart after 1 year (all other things being equal). This seems unfair and problematic to me in terms of long-term equity among employees over time.

        1. Dawn*

          It is, you’re not wrong! But corporate environments in particular frequently are unfair (and particularly in certain branches of those corporations, like, for example, retail or customer service positions).

          It’s short-sighted, but they make one policy and it applies across the board, or at least under a certain level it does. You and I both know there’s lots of problems with that, but presumably we also both know that “fair” and “unproblematic” and “corporation” so rarely belong together in the same sentence.

    2. Caramel & Cheddar*

      It really depends on the employer, but having to wait two years for any kind of adjustment seems like too much. I assume in your workplace you have to wait a year before you’re allowed to have a COLA, but the last one came towards the end of your first year so you were ineligible and now have to wait almost another full year?

      In a round and perfect world, my workplace would do raises every year. I work in non-profits, so that’s not always feasible in leaner years. We never do cost-of-living adjustments because that seems like something they’d have to commit to annually since the cost of living always needs adjusting. Our raises are allegedly based on merit, though I’m pretty sure everyone gets one and I would not call them especially generous.

    3. Busy Middle Manager*

      BLS/Bureau of Labor Statistics publishes this info every month. Google for “Employment Cost Index” report

      They break it down by different groups but to use the largest “private industry” one:

      “Wages and salaries increased 3.8 percent for the 12-month period
      ending in September 2024 and increased 4.5 percent in September 2023. The cost of benefits increased 3.3 percent for the 12-month period ending in September 2024 and increased 3.9 percent in September 2023. Inflation-adjusted (constant dollar) wages and salaries increased 1.2 percent for the 12 months ending September 2024”

      This has been politicized/been a hot topic in the past and on social media because many people are complaining they get no raises, wages aren’t keeping up with the cost of living, and others are saying that that’s a right wing talking point.

      To answer this question for yourself (the truth is “partially true” IMO), google “employee cost index for wages and salaries, by occupational group.”)

      It’s not a stark trend, but it is a trend, that the %-change-per-3-month-wages has been a bit higher for traditionally lower wage industries. Finance/insurance have some periods with zero wage growth, transportation has steady high growth, according to this report

    4. Sillysaurus*

      We have annual merit pay increases (about 2-4%) and my organization also frequently does market rate reviews and then will adjust the salary for everyone with a certain job title.

      So, I’ve been at my job 3.5 years and have had 6 pay bumps, 1 tied to a promotion and the others a combination of market rate/merit. In total the salary increases have equaled about $40k.

    5. Mid*

      I work in the legal industry, so it’s very standard (even at small firms) to have annual reviews and then get raises (and sometimes bonuses) at that time. I would say average performers at big firms tend to get between 2-4% raises, and above average performers tend to get 5+%, but it varies greatly. In my time, I’ve tended to get at least 3% per year, between small and large firms, and then bonuses that equaled anywhere from 1-5% of my annual salary, twice a year (annual review and end of year.) The raises seem to be around the average for non-attorney staff at law firms, but bonuses are all over the place. Some firms only give bonuses to billable employees (so attorneys and paralegals), and some give bonuses to all staff. (Also you typically have to be in a role for a full year before a review cycle, though sometimes you can get a review if you have been in a role for 10-11 months. I was hired at my current role 3 months before their review cycle, so I won’t get a raise until 15 months in my role, though if the firm did a company wide raise or a salary band adjustment for my role, I would get that.)

      It should also be noted that the cost of living in my area is rapidly increasing, and so a 3% or even a 5% annual raise is functionally still a loss of pay every year. It’s my understanding that most employers for salaried/white collar jobs in my area are giving a 3% raise to everyone annually right now, at minimum, to try to retain employees, because there are also a lot of open positions in my area, so it’s not hard to find a new position that pays better. (I base this off of friends in many different industries in my area, but don’t have actual data to back it up.)

    6. ItDepends*

      It varies a lot by company. I’ve worked at a lot of companies that don’t give COL increases at all. The few that did often made them the only raises unless you got a promotion. Some companies have a single pot of money for raises and promotions so if someone gets a promotion everyone else gets pitiful raises. Some companies put a fairly significant portion of your compensation into a bonus pool then use performance multipliers to give merit money (on one hand this is bad because they don’t accrue year over year, but they can be significant – I’ve gotten as much as $25k – so if you can afford the lower base salary it can be a good option).

      Most but not all companies have an annual cycle of some sort; some prorate first year employees and some exempt them – I suppose some might give them full credit but I’ve not encountered one.

      So, the answer is it depends :)

    7. MigraineMonth*

      My workplace is unionized, which in my case means that your salary increases to the next “step” for your role every 6 months (there is no merit pay/bonuses) unless you are promoted to a different role. Everyone who knows when I started in my current role can calculate my current salary.

      Once a year, my union and management “Meet and Confer” about working conditions including salary increases, COL raises, making COVID leave permanent, how much of the increased health insurance premiums will be passed on to employees, etc. (This year management preemptively announced that there won’t be any COL raises, but we’ll see if that lasts.)

  15. Festively Dressed Earl*

    You’re being exploited. I don’t think I’m second or even thirding that; at this point I’m dozeningth that. In addition to asking for a raise, I’d start asking for professional development opportunities that will allow you to network. (I’m assuming that you’ve already applied Alison’s advice to your resume and job search, since you knew to write AAM in the first place.)

    1. Glitsy Gus*

      Yep. Also, I wouldn’t normally say that a title change with no pay is worth accepting, but in this specific case, if they offer that, take it. Ask for it to be retroactive to when you started managing the new employee if you can. This way you have that title change on your resume, which helps to illustrate your expanding responsibility.

      Don’t accept it thinking it’s actual advancement, accept it knowing it will help you get out of there.

      1. MigraineMonth*

        Even if they don’t give it to you, Alison has given a few options on how to list roles on your resume that don’t match your title. You’re a manager, not whatever title they still have you using.

  16. blupuck*

    I am guessing the large company provides funds almost every budget cycle for raises and such.
    Being a two person department, George gets to allocate those funds. I bet he has gotten raises a plenty. Raises with money that should have been allocated to you.

    At least talk to HR about the issue. Talk to coworkers in other groups. This looks bad.

    1. Choggy*

      GREAT point about how George is probably funneling the funds for raises into his own pocket. I’ve already said this, but it’s worth saying again, George sucks!

    2. GammaGirl1908*

      Oh god that is upsetting. I just envisioned George saying to himself, “Well, they’ve only allocated our team $5,000 for raises this year. If I give LW a raise, that only leaves $4,500 for me, and THAT’S not going to work. Oh, my, this budget is tight. I guess we can’t afford a raise for her,” and going on his merry way. >:(

    3. A Book about Metals*

      Even if that’s what’s happening, at a 10,000 person company there has to be someone else (or multiple people) either above George, in finance, etc signing off on that. If there is, they’re doing a terrible job, if not, that’s also a red flag.

  17. Former Retail Lifer*

    “Every seasoned professional I’ve talked to insists that continuing to go above and beyond will pay off in the end, even if it hasn’t just yet.”

    Every seasoned professional should know this isn’t the case. Either your company recognizes and rewards hard work or it takes advantage of you. You’ve made it clear you’re looking for growth opportunities and a raise and there’s always an excuse why it can’t happen.

    Look, I’ve been there, done that, went above and beyond for absolutely nothing, then moved on. I did eventually find a company that treated me well, and you will, too. The job market is tough but please start looking. They’re going to do this to you forever.

    1. Sheworkshardforthemoney*

      Learned the hard way, give 125% and receive 5% back. So no, you get what you pay for.

    2. Sillysaurus*

      Yep. I worked so, so hard at my previous job for absolutely no benefit. I got a new job, and was promoted in less than a year. When I got that promotion, the leadership team specifically cited how much I’d gone above and beyond. In the wrong workplace, your effort is meaningless, and you’re just wearing yourself down for no reason. It’s so frustrating! The answer is to leave.

  18. Choggy*

    George sucks, take your experience and put it to use elsewhere they know and reward what you bring to the organization. Have you looked internally to other departments where the structure would offer you opportunities to advance? George isn’t going to help here, so do whatever you can to help yourself!

  19. Jackie Daytona, Regular Human Bartender*

    “it is not greedy to ask for a raise that reflects your value”

    100%.

    The organization is the one being greedy, exploiting you for whatever they can get away with.

  20. dulcinea47*

    Please also disabuse yourself of the idea that working harder will lead to a reward. that’s just not how life works. It usually just gets you more work.

    1. Sheworkshardforthemoney*

      Yep, fill 5 buckets on sand on Monday, the expectation is that you can fill 6 buckets on Tuesday.

  21. ReallyBadPerson*

    So, in effect, you’re being paid less and less each year, while doing more work. I’d leave. Even if you have to make a lateral move somewhere, you are almost certainly going to have more growth opportunities than you do at this company.

  22. Hannah Lee*

    LW, you’re part of a very small department that is part of a 10,000 person organization.
    The co-workers you interact with, in and outside of your department, all give you glowing reviews, think highly of your work. You’ve taken on more responsibilities, covered for George in his absence.

    You are absolutely being exploited at this point. George knows he’s got a good thing, he papers over your lack of advancement, promotions, raises, recognition with … words. Blab blah blah he went to bat for you, he hassled someone, but – shrug – oh well, things are tight, but you work in a super special department with a super special structure and get tons of flexibility, so it’s all good, right? blah blah blah. I can guarantee you he’s getting his regular bonuses and raises, but he’s not doing a thing for you, either helping you advance or getting you a pay raise.

    My advice would be to look around in the company for opportunities to get out from under George. He’s giving lip service to appreciating you, but is not inclined to back it up with a promotion or raise. He’s a stopper for your career advancement, and is taking advantage of you. People around you appreciate your good work and you’ve outgrown your role there in that tiny group of two and you’re not going to gain anything by staying, aside from more empty gestures and building resentment.

    I can guarantee there are other managers in your company, and other departments who would love to have you working with them. It’s a 10,000 person company, there are probably a dozen lateral moves and just as many step up positions you’d be qualified for, and ones that might be a stretch but since you’re a known quantity, people might be willing to have you step in. Start putting your feelers out today… you’ve got no peers in your department, but are there peers in other groups you can start asking around to? Or other managers? No one will bat an eye at you looking around after 3 years! In fact, I’m betting several will say “Oh, thank god, finally! we’ve been wondering why you’ve stuck with him this long”

    Why look for an internal transfer instead of job hunting elsewhere? You get to keep your length of service, current vesting, PTO accrual and other things tied to length of service. It can enhance your resume for future jobs to show the stability of one company over a series of different jobs (the employer values you enough to keep you on). It’s an easier lift … you’re already a known quantity there, and you already know the lay of the land, key players, key information sources and can gather intel on managers, groups, positions informally.
    Heck, if there’s a group you enjoy collaborating with, even a casual “Hey, if anything ever opens up in your department, I’d love the chance to come work with you” after at the end of some work discussion could lead to them or someone else reaching out to you.

    You can start an external job search at the same time, the resume polishing, thinking about your desired next career steps, salary research will support both.

    Also, as an aside, one other thing I’ll mention since you’re early in your career (and especially if you’re a woman). I have seen *multiple* cases where a male manager has a right-hand employee who is young, highly capable and hard working and he latches on to her, leads her on with ‘you’re so special, you’re might right hand, can’t do it without you’ while NOT compensating her fairly while NOT concerning himself with her career path and absolutely exploiting her for as long as she will stand for it … because why would he do otherwise when he’s got a highly trained go getter who makes his life easier, does things just how he likes them and boosts his rep where he works (because she makes him look good). I would not be surprised if he’s shot down opportunities for advancement for you already. And unfortunately, the longer you stay working 1 – 1 for him, the more risk that other managers will not even think to approach you because it seems like you two are in some work-partnership thing. (not an affair, just something that works for the two of you) Some of my friends and I, who have all at one time or another been that junior woman working for a George, used to joke about is how we were foolishly “loyal as a bird dog” and didn’t even think to look around for other opportunities at work. I’ve got one friend who, unfortunately, is on year 15+ with her George … still waiting on her big raise, her stock grants … that have been just out of reach for years. Don’t be her. 3 + years is plenty.

    1. GammaGirl1908*

      This too. George likes LW right where she is.

      However, you’d think he’d pay her accordingly to keep her happy.

    2. Penzance Pirate*

      I second looking for a new role at this large org in a new department! Who speaks of you well? Start setting up coffee/lunch and let them know you enjoyed working with them, too, you respect them, and could see yourself working in their team in the future. Think of what aspects of your current job you want to keep doing, what you want to learn, and that’s your pitch: “I’ve learned over the last 3 years that I really enjoy [subject], and I want to learn how to [skill the new dept. specializes in].” This not mercenary or throwing George under the bus!

      It’s super common in my similarly large org for people to switch teams/departments and get a slight (or large—when the opening is there, and the hiring manager knows you) promotion at the same time. In fact, these interdepartmental moves are the most common way to get promoted, followed by sheer dumb luck/happenstance as a distant second, like when the person above them in the chain of command resigns, goes on medical leave, etc.

    3. Tempestinateacup*

      Ugh. Your example of the theoretical male boss and his young go getter female employee WAS me. At the end of my time with him, I was literally handling the workload of three people. When I asked about promotions, there was always some reason to deny it. Once, I just even asked about training and he literally said to me “Why would I train you? You will just go work somewhere else!” Like thanks for saying the quiet part out loud, dick!
      Anyway, I am somewhere else now, thank goodness, but that was five years of being treated like garbage I still regret.

      1. Bird names*

        Let me guess, he was also really surprised once you actually left?
        Anyway, glad you’re somewhere better now.

        1. Tempestinateacup*

          Unfortunately, he laid me off without cause after one of my coworkers made a joke that I could do his job. Then, he spelled my name wrong on an outgoing reference letter and messed up my ability to collect unemployment by filling out my dismissal papers wrong. A real pro, that guy!

  23. MassMatt*

    LW, I know it’s easy for someone not depending on the paycheck to say “Quit now” and that’s not helpful, but I hope you will make getting a new and better job your #1 priority. The lack of compensation increase can hinder your lifetime earnings considerably because so many companies base their offers on your current pay–they shouldn’t (and avoid letting them frame it that way, if possible) but they do. These “retention bonuses” are not increasing your salary.

    Consider the cost of staying is not simply being underpaid now, and not even just your future compensation: Your sense of what is normal is being warped by this crappy job/boss.

    When (not if) you get a new job, give your boss 2 weeks notice (and no more, unless your area or field makes longer notice customary) and do NOT believe him when he says “I was about to get you a big raise” (because he probably will). Two years too late!

    Don’t entertain a counter-offer, it will undoubtedly mean you will get nothing more for years (“because we already gave you a big raise”), and you will be put at the top of the list for any layoffs.

    I’m surprised an org of 10,000 employees has no process for regular salary reviews, or if they do, he is able to ignore them. I am thinking he has his own little fiefdom and has little oversight.

  24. pally*

    OP: George is playing you.
    He has you going above and beyond. So he looks good. Does he talk about his lack of paycheck increases? I’m betting not.

    I bet he’s the one who decides how the annual salary increase funds allotted in the budget are to be spent. And he’s opted to award all of it to himself.

  26. Not a Cat*

    LW, I’m in a very similar situation to yours right now! I’m also early in my career, working as an individual contributor in a small department with no clear steps for advancement, similar tenure, and no sign of a raise despite promises. The only difference is that I’m in a relatively small organization. I tried moving to a different department after asking for a raise/promotion, but I was essentially told they don’t want me to leave this position because they don’t want to hire someone else to fill my role. I fear you might find yourself in a similar situation looking at internal positions. You’re absolutely right to be looking elsewhere. Wishing you the best in your search.

  27. Female Engineer*

    I’ve read (probably on this website) people who take on job duties of more than one person are likely to get overlooked for promotions, since manager will now need to hire more than one person to replace you. More likely to happen at crappy organization.

    I also feel it is time to start “working your wage.” No extra hours, no more going above and beyond, etc. Start deferring that extra work to your mgr.

    1. Grumpy Elder Millennial*

      I was contemplating giving the same advice in your second paragraph. They’ve “promoted” you in the sense that you have more work and some managerial responsibilities, but that isn’t reflected in your title or pay. So think about going back to the actual scope of work for your position. And definitely don’t accept any more big increases in responsibility without a raise formally in place with all the paperwork signed.

      Of course, acting your wage is potentially risky. George might react poorly. Depending on where you work and the laws there, you could potentially get fired.

  28. weelittlemaggie*

    Have you done any salary benchmarking to determine what the market rate is for someone in your role in your field with roughly your amount of experience? If not, I would HIGHLY suggest doing so for a few reasons:
    1. You need to have a firm handle on your goal salary. Don’t let them placate you by giving you, say, a 3% raise if you’re making 10% less than market.
    2. It will light a fire in you to get this sorted, either with George or without him. There will be no question in your mind as to whether you’re being treated fairly.

  29. A Better George*

    In some senses, in terms of organizational structure, etc., the LW’s work setup sounds quite a lot like mine – my name is even George!

    But you know what I don’t do? I don’t gaslight my direct report into thinking she’s going to get a raise she’s not going to get. I’m 100% honest with her, I don’t play games, I advocate for her as hard as I can, and when sometimes someone above me in the hierarchy won’t give her the raise or the opportunities she deserves, I feel terrible.

    The George in this letter is a disgrace to Georges everywhere. I’m sorry, LW. I’ll give him a good talking-to at the next George meeting.

    1. Hannah Lee*

      Another thing I’d suggest is that you actively advocate for your employee RE project work, visibility that will build her potential for promotion, and keep an eye out for potential positions that might be a good opportunity for her, and recommend her for those when appropriate.

      It’s a win-win – you lose a good employee, but you reward her effort and contributions, build your network and send the message to potential employees that you’re a good manager who recognizes talent and rewards good work in any way you can.

  30. Almost Empty Nester*

    Taking an internal transfer to another department might get you out from under George’s management, but it will not get your salary caught back up to where it should be. Sadly, except in very rare occasions, you will need to change companies to reset your compensation. Please focus on getting out and finding a better company to work for.

    1. Grumpy Elder Millennial*

      Fair points. Though if it’s a relatively streamlined process, shifting to another team could be harm reduction here.

  31. Cat Lady in the Mountains*

    FWIW, even if it’s true that “budgets are tight,” budgets are about priorities. If George were really committed to retaining you – or even if he were just committed to ethical management/compensation practices – he could find a way to get you the raise. He’s choosing to spend his department’s budget on other things instead.

    The only exception would be if there’s some kind of company-wise compensation freeze, but presumably you’d either know about that or could easily find out about it from HR or colleagues.

  32. HonorBox*

    OP, you are being exploited, underpaid and undervalued. George is not a good manager. Look for other options, which may be outside or may be some type of internal transfer. But in the meantime, cut George out of the middle. Go directly to HR. Ask first how the company handles salary adjustment both annually and when there are additional responsibilities added to a job description. Then listen. Give HR a chance to lay out what you should have been able to expect. Then explain your situation. You’ve not had any sort of salary increase for three years. You got a paltry retention bonus once. You stepped in for George during his absence, and you’re now supervising someone.

    It may very well be that you should have received some sort of annual increase. If so, I’d suggest asking them for that to be made retroactive, because that’s money you should have had in your pocket already.

  33. Annie*

    WTF kind of organization with 10,000 employees has no annual pay increases?

    Get out immediately. This guy is a clown.

    Go to HR and ask for their compensation guidelines.

  34. Elbe*

    If the LW’s job searching hasn’t panned out because jobs are scarce right now, the LW’s only leverage seems to be the cost the company would have to invest to find and train a new person to take on the LW’s role. But that’s still something.

    Realistically, though, this company sounds like a lost cause. If the company actually is so broke that they can’t give a high performer even a CoL raise, then the LW needs to leave. If the LW is being lied to so that they company can underpay workers, the LW needs to leave. It’s clear that a good, well-paid future is just not in the cards at this company.

    When looking for other jobs in a tight market, the LW should keep in mind that there could actually be a long-term benefit to taking a small step down in title/pay in order to get a foot in the door at a company that does give raises and promotions. There’s a practical cost to in having your wages stagnate, but there’s also an opportunity cost.

  35. PX*

    In a company this size, it’s one of the times I’d immediately be consulting an employee handbook, HR policy or having an informal chat with HR.

    The problem here is you are only relying on what your boss says rather than looking around to find corroborating evidence (you’re young but this is an important lesson to learn, some bosses will go the extra mile for you and support you when it comes to raises and performance. Many will not. In those cases, it’s worth educating yourself on what the process for raises ACTUALLY looks like in the company and then seeing if it’s possible to advocate for yourself or be able to call him on his bullshit. Also, talk.to.your.coworkers.about.money!).

    With 10,000 people, I guarantee there is *some* kind of documented structure to how raises are governed and given, you need to find this out so that you can have a direct conversation with your boss *and* HR on how to address this.

    But also, your boss sucks and isn’t going to change and you should definitely keep looking for a new job. And dont be surprised if it turns out he has been lying to you about what raises you were actually eligible for.

    1. Ama*

      Yes, I still think OP will be happier if they leave, but at an employer that large I would be really really curious if George is telling the truth about the budget or not. I have known more than one person with a manager who just didn’t want to go to the trouble of putting in a formal request for a raise and tried to blame it on “budget” or “upper management said no.”

      I’ve also known one person whose boss was taking the entire department pool for raises, giving it to herself and then lying to my friend that there was no money for raises (she did eventually get caught, fired, and my friend was given a huge backdated raise and the loophole that allowed the boss to get away with that was closed). George might not be that nefarious but it’s definitely worth doing a little checking.

  36. Halloween Blues*

    I was in a similar position in my last job and was finally offered a raise when I told them I had a job offer. I took the job offer anyway because even with a raise, I didn’t see myself being able to grow in that company and expected I’d take on more responsibility without a new job title in the same was you are.

    I’d describe my new job as similar to yours, my manager’s “right hand” however, I’ve had two raises in a year and a half and a promotion in title to “senior right hand” and my manager even encouraged me to apply for a different promotion in another department.

    Even if they give you a raise now, you’ll likely still be waiting another three years for another one and they’ll use this one as an excuse to give you even more work. Best to continue putting your energy into job searching.

  37. Parenthesis Guy*

    It would appear that you have minimal leverage. The primary source of leverage is being able to get a different job if necessary. You’ve tried to find jobs elsewhere without success. The only leverage you have is taking tasks off your plate unless you get a raise. That strategy has the potential to get you fired and means that you may not get the opportunities you need to go elsewhere.

    You probably are being exploited and it is usually true that continuing to go above and beyond will pay off in the end. I’m not sure that asking whether you’re being exploited is productive. What you want to figure out is how do you improve or at least change your situation.

    I think you need to try and find a mentor. Your boss mentioned that everyone with whom you work gave glowing reviews of your work. Is there someone above you that you can talk with about your situation and how to better position yourself whether that’s inside the company or for different jobs? Maybe they can give you insight in where you need to improve.

    I’m hoping that you’re not finding much luck in the job market because you’re applying for jobs at too high of a level. That’s something that can be fixed. If not, I think you need to ask yourself whether you’re getting interviews and how far you’re getting in the process. If you’re getting to the final round and it’s just not working, then that’s one thing. If you’re not getting bites though, then that’s a bigger problem.

  38. Maude*

    When you leave will they be able to replace you for your current salary? I am guessing not. Unfortunately, many companies are this short sighted.

    1. Frankie*

      This happened to me early career–underpaid, raise denied, when I left, they had to hire two people to replace me, both of whom had higher salaries than I did.

      For whatever reason, some workplaces will gamble like this. The key is accepting that for whatever reason, they will not pay YOU more and you’ve got to act accordingly.

  39. DJ*

    I wondered if this company was govt as pay increases and increments are limited by rules and regulations and this can happen with no pay rise. But doesn’t sound like this is the situation.
    If this practice isn’t widespread within the company I’d suggest trying either for promotion or an in grade transfer to another section where you won’t be exploited and will have promotional opportunities!

  40. Ama*

    OP, I was you early in my career. I was at an employer where I was constantly told how much they loved my work and given more and more responsibility and yet somehow that never translated to a promotion (I did get some tiny COL raises every year but only because our larger employer implemented them automatically; I very much believe that if our division head had been in charge of approving those they never would have happened). They strung me along for almost two years promising that they would hire entry level staff to at least alleviate my workload; they dragged out this process for so long that I got fed up, went looking for a new job and gave notice literally the day my boss was going to tell me the job posting for the new staff was going up.

    That new job? I worked there for 11 years, was promoted 4 times (with hefty raises each time), and received not only annual raises but occasional spot bonuses when I had to cover multiple roles due to short staffing. I did leave that job eventually but it wasn’t because I felt I was not fairly compensated. There are employers out there who will recognize that your good work is worth paying for.

  41. Colorado*

    Follow Alison’s wording verbatim, then stop talking.
    The last part is the best piece of advice I’ve ever received. It works. Best of luck!

  42. Princess Tomato in the Salad Kingdom*

    Since the subject of “going above and beyond” has been coming up so much in the articles I’ve been reading and speaking with other colleagues, it would be great if AAM could address thi very subject. What does it mean? How much is too much?

  43. ragazza*

    I once documented all the ways my role had changed and expanded and got something like a 20% raise. But my manager at the time wasn’t an oblivious jerk like this one.

  44. Sybil Writes*

    If you are 3 years in at this job and you are not experiencing at least 2 of the following, I’d say it is time to be looking at your next opportunity to grow your career: A) Loving the work B) Beginning to identify growth opportunities in your department or in another one C) Satisfied with compensation (even if not THRILLED, you don’t feel exploited D) feel your manager is a resource for you in some way – they may not be your personal mentor, but they have your back, can provide insight on how to move forward and help you do so.
    I say this from a somewhat cynical point of view: be grateful for your terrible boss – they make it easier to seek a better situation than if they’d been giving you smiles and a 3% raise every year.
    You have what sounds like 3 years’ experience with good performance and increasing responsibilities. You sound like you are enthusiastic about growing even further in your career. Don’t worry about whether you have BEEN exploited (sounds like probably you have); get excited about the next step that is awaiting you. Take the reins in your own hands and find a situation that will work better for you. My hope for you is that you find an organization that will be happy to have you and you will wind up with a significant salary boost as well. Looking forward to your update!

  46. H.Regalis*

    You are being exploited. It’s in George’s best interest to make you feel like shit for wanting a decent wage. This a job: You are exchanging your time and labor for money. That’s it. He’s not doing you some big favor by allowing you to work there. You’re not greedy because you want a fair wage.

    “Going above and beyond” isn’t bad advice in itself, but you’re using a lot of black and white thinking here. There are situations where that applies and situations where it doesn’t. You need to use your own discernment to figure out if an aphorism is helpful to you.

    You deserve better. Beware people who make you like you’re a bad person for having your own needs.

  47. periwinkle*

    OP, have you ever received a formal performance review from George and if so, did you receive a copy?

    It’s possible that George has been submitting “did not meet expectations” level performance reviews to HR. “Gee, OP is such a hard worker but just isn’t performing well. She doesn’t qualify for a raise but golly, I want to keep giving her more time to improve because I believe in her!” That would justify no raises to HR.

    At my MegaCorp employer, a manager is given a pot of money for annual raises and is free to allocate it as she sees fit, but must also justify that allocation to HR based on performance. If George really, really sucks (all signs point to Yes), could he be telling HR that OP is a weak performer? In a company that large, HR almost certainly isn’t hearing all the praise about OP and would have no clue that such praise exists. All they’d know is what George tells them.

    I’d hate to think that George sucks this much, but on the other hand I’ve been reading AAM for a very long time. It’s entirely possible that he does.

    1. Disappointing Aussie Office Gumby*

      Ooh, I didn’t consider that the company does do annual reviews, but George could have been playing silly buggers with them. If I was OP and I learned that sub-satisfactory reviews had been submitted on my behalf with me being cut out of the loop, unaware, I’d be spitting chips, possibly even retaining legal counsel.
      Definitely another reason to be going straight to HR and asking about annual reviews, and why hasn’t OP ever had one might uncover that little deception quickly. At the very least, forgery of OP’s signature on the review acknowledgement document would be the least of the concerns.

  48. Krystle*

    I agree with all the other comments on this, the only caveat is if it a government job and the LW is at the top of their grade, that is when it becomes much harder to get a raise.
    Almost always a government job will have an annual increase built in, but if the legislature didn’t pass a budget in recent years, then that could perhaps cause an issue like this. That would be the ONLY excuse I can think of as to why they haven’t given a raise, but if that’s the case then your manager should be arguing for your grade to be changed to a higher one.

  50. RedHeadFred*

    I would recommend scheduling a skip-a-level meeting with George’s manager… Or reach out to a peer of George’s to get their perspective (someone you know/respect who has been in the organization for more time than you). It’s entirely possible with this kind of team structure that you just aren’t being seen and he doesn’t know how to manage. Those are both problematic situations and you’ll need some outside support if you want to be successful at your current company.

    If you don’t get good feedback after those conversations, I agree with the masses… Leave. George isn’t going to change.

  52. VoPo*

    I had a boss like this. He’d tell me things like “You make the world go around here”, and he’d introduce me to others with the tagline “We’d be lost without her”.

    Except every time I asked for a raise, it was always a “we’ll review next quarter”. After the first couple of times, I also was seeing other people getting promotions and raises and was like “ok, so this just isn’t happening”. I jumped shipped. Sadly to an even worse role, but I’ve since landed on my feet at a great company making WAY more.

    Don’t give up the search, LW! You deserve to be appreciated for the value you bring.

  53. I Just Want Belle's Library*

    Oh man… did I write this letter? (To clarify: not OP. Very similar situation)

  54. oh no!*

    OP, After 3 years and no raise, you ARE being exploited. They know they are exploiting you.

    I wouldnt ask for a raise at this stage and would focus all efforts on gettign out. IF you ask for a raise, chances are you may get the raise but it wont be what you are asking. (considering the exploitation) and you may feel awkward or guilty about leaving… they will make it very awkward for you if you leave after the raise.

    I’d say find another job – dont hesitate to ask for what you are worth – even if it may be double of what you are being paid.

  55. Carol the happy*

    A big part of the issue I see is that you’re unique. Other employees have a ladder of sorts to climb (or shake!) but you’re looking up that ladder and all you can see is a butt.

    “But money is tiiiight!”
    But they’re saving money by draining your skills and handing you a bigger broom.

    I would do a boatload of research as to how sommeone with your skills is compensated IN BIG CITY and HIGH COL places. Then take the top 5 and average them. You can take off percentage points for youth and inexperience, or a low low cost of living area, but not many points.

    This is hard, especially when you’re going to jump ship, but you’ll be setting up the bar for the next “right hand”.

    Your bosses are so accustomed to you not being the squeaky wheel, they are probably going to have shock. Possibly palpitations and weeping.

    After you lay out your cards, silence is your best friend. Tilting your head (can you do that Spock eyebrow thing?) as though their chiseling is mildly obscene (it is!)

    A bonus should be on top of an already adequate salary, not a wee giftie for a good boy/girl who can tie their shoes and wash their hands.

    1. CostOfLivingDifferences*

      From what I’ve seen on this site, asking for what would be poverty wages in the highest COL locations (I live in one) would be asking for exorbitant, unreasonably high wages in a lower COL area. I see people mentioning salaries here (that they consider well paying or that are their goal or similar) that I couldn’t have survived on here 30 years ago, and would have been less than a fresh college graduate would likely have made here 30 years ago. For that matter, when I moved here from a lowish middle COL area more than 30 years ago, I just about doubled my salary even though I took a job that traditionally pays a bit less than the job I had in the lower paying area only to discover I was still underpaid by about 20%. It really is that much of a difference.

  56. TheGrinchess*

    Leave. Find a great position in a larger company that has larger staff, more departments and thus more room for potential growth.

    Leave. Do not stay. So not believe promises. Even if they offer to up your salary when you tell them you quit, do not accept it. Leave.

    Why? Because they will not change. The situation will not change. It will only get worse and they will take more and more and more until you look back and realize how much time and energy you wasted on them for nothing.

    Get out now. Use your experience here as a solid map for what you DON’T want from your next employer and what you ARE looking for and settle for nothing less.

    You’re worth more than this. Don’t let them warp you into thinking this is as good as it gets or, worse, as good as you deserve.

    Leave.

  57. Crencestre*

    You may be young, but you’re not as naive as you may think you are; your instincts are sound and your conclusions are sensible.

    Yes, your manager is stringing you along, buttering you up to keep you in your place (literally!) He’s using flattery as a substitute for a competitive salary and advancement possibilities. Look at the pattern you describe; every time you ask for a raise or a chance to move up, he showers you with praise, mumbles that the budget is tight…and soon finds a way to pile more and more and more work on you. And as Alison points out, given inflation you are actually earning LESS than you did three years ago!

    And no, your manager is unlikely to change. As long as he can get a boatload of work out of you by mouthing a few compliments, he has zip, zero, NO incentive to actually, y’know, PAY you properly for the work you’re doing!

  58. Tangerine steak*

    George’s job is balance budget while getting the work done. He’s achieving that.

    The situation is quite clear – they aren’t interested in giving you a raise, there’s no promotion opportunity in this role for you.

    If you aren’t happy to stay at that level, without pay rises, and without recognition – then you need to leave.

    Absolutely ask for the raise, don’t hint, ask. But you need to leave and find a job that gets you paid fairly. You really don’t owe your employer anything – they pay you for the work you’ve already done, if you aren’t getting what you need out of a job then look for something that will.

  59. 653-CXK*

    Any company that gives you additional duties and responsibilities without addition compensation is a company that’s exploiting you, and they will have no problem dropping you when the financial straits get difficult.

    George has them right where they want them – not able to move, not able to grow, and gaslighting on top of it all. OP – intensify your job search and get out.

  60. Lost My New Band Name*

    I want a good news update to this so bad! I tend to learn the hard way and stay too long in every job. Good luck to the OP!

  61. JustaTech*

    As someone who is in your shoes but has been at my company for 5 times as long -run!
    The budget will always be tight.
    There will always be some “reason” (excuse) to not give you a raise, to not give you a promotion.

    My last two promotions came only after I pointed out that now I was a single point of failure – the second time I was not at all subtle about it (I had also just discovered I was being seriously underpaid).

    Keep applying, send good vibes to the rest of us in the same position, and run before you’ve stayed too long!

  63. Shellfish Constable*

    OP, apologies if this is wildly off, but for some reason this sounded like the kind of BS that can happen at a university (where I work), especially in research labs that are funded by federal grants. Are you working for a university research office or program that is being funded by a large federal grant, by chance? If that isn’t the case, the TL;DR is do what everyone here has said: go immediately to HR because George is up to no good. On the off-off chance this is happening in a university research setting, here is some food for thought:

    You should know that all grants are budgeted to include COLAs and routine merit increases. The reason I say this is because I’ve seen situations where one person is given a subtask (generally administrative) out of a large grant where the money is managed by the university but the dozens of researchers and staff are overseen by the [overworked and overwhelmed] PI. It’s inherently not a great system, mostly because too often a “George” is hired to do some administrative task with with insufficient oversight but a tiny amount of power over whom they hire. George then puts themselves in charge of their little fiefdom’s “budget and disbursement” without double- or triple-checking by either the university accountants or the PI. Then — as several others have already suggested — George makes themselves the primary beneficiary of their corner of the budget by hording those COLAs and merit increases for themselves without telling anyone and then cooking the books to make it look equitable.

    The takeaway — should my guess be anywhere close to correct — is exactly what everyone else has said: either way, the odds that George is gaslighting you and redistributing budget monies that are supposed to go to your merit increase right back into his own paycheck are HIGH. Go to HR immediately. And please send an update!

Comments are closed.