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Weeks pass. Nothing. When she follows up, he says he is still waiting for an answer. A few more weeks go by. Same answer. Still waiting. Still with HR. Still being reviewed. This goes on for months. Every time she asks, the response is polite but vague. It is being looked at. It has not been forgotten. These things take time. After about six months, her manager stops her in the corridor one afternoon and says, almost in passing, “You know that thing we talked about… it got knocked back.” That thing. Not the business case. Not the
After five years in the role without a pay increase, Leyla decides to ask for one. Not casually. Not emotionally. Properly.
Over the years, her role has changed, even if her title has not. The job description under which she was hired no longer matches what she actually does. She handles bigger clients, more complicated situations, and more responsibility than she did when she first started, but her salary has stayed exactly the same. After five years in the role without a pay increase, Leyla decides to ask for one. Not casually. Not emotionally. Properly. She prepares a business case. She compares the job she was hired to do with the job she is doing now. She lists the contracts she has saved, the revenue she
has protected, and the extra responsibilities she has taken on over time. She sets out clearly how much of an increase she is asking for, and why she believes it is justified. When her manager reads it, he looks genuinely impressed. He tells her it is one of the best cases he has seen. He says he will take it to HR and senior management and get back to her soon.
A few weeks later, she hears something else. Other people in the team are getting salary increases. Some are being promoted.
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GLOBAL PAYROLL MAGAZINE ISSUE 22
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