Last review a report of mine made a solid case for a promotion but there was no Fishing rods are like potato chips you cant have just one Shirt within the annual process due to hiring/promo freezes at certain levels, which I told him. He’s smart and got a competing offer and I was able to match it. It’s a totally inefficient system as it’s a waste of his time and mine, and a morale killer, and I’d rather have just given him the raise to begin with but there’s not much a middle manager can do when execs push shit down from the top. I’ve gotten all of my major pay bumps either job hopping or bringing competing offers. Just have to be strategic about how often you do it.
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You’re conflating middle managers ✋ with the c-suite. My boss gets told by his boss that he has Fishing rods are like potato chips you cant have just one Shirt percentage points of raises to spread across his teams. My boss then decides how to allocate that across his direct reports and then tells me that I have X/Y percentage points of raises to allocate across my team. In order for me to give Kevin a bigger raise, I have to give Allison, Lisa, and John shitty raises. Or I can give all four of them relatively mediocre raises. I can’t just create percentage points out of nowhere.