Do you get a pay increase when making a lateral move?
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Someone asked me recently: "What actually creates a good workplace culture?" My answer? I do not think it is values posters. I do not think it is free coffee. I do not think it is engagement events. I think it is how people are treated on an ordinary Tuesday when nobody is watching. What would your answer be?
HR Manager in a manufacturing facility with no college degree or SHRM-CP cert or anything. Just military HR background and some manufacturing experience when I was younger. The small company I work for has never had an HR person or department. If they decide they still do not NEED an HR and I am just "doing what could be done by department heads", how screwed am I to find another job? On a scale of 1-10. Only been here for just under a year and it is my only civilian HR experience.
Hello ā looking for guidance on a workplace issue. We hired a managerās son because he was highly qualified and has done a great job. Recently, two employees raised concerns about perceived favoritism. In reality, heās often taken on difficult tasks others declined, but we canāt share those details. The perception is now affecting morale and team dynamics. Global HR said upper management should handle instead of HR. Seems not right. Any advice on managing the perception and team dynamics?
Is anyone else besides me tired? Lately, Iāve found myself tired of Talent Acquisition. Not recruiting itself, but the constant pressure, shifting priorities, and metrics that are often tied to things outside of our control. Before anyone says, āMove into HR,ā Iām not convinced the grass is greener. Every area seems to come with its own stress and frustrations. Some days itās exhausting. I enjoy the flexibility, but itās so annoying sometimes. Is it just me?
For us it depends on the situation, but overall: - if you're already high in the salary range, then likely no - if you're in the middle of the salary range, then likely a token increase (think 2-4%) - if you're low in the salary range, then likely yes (think 5-7%) At the moment most of our employees are (very) low in their salary range because we implemented much higher ranges not too long ago and are still working to bring people up. We've actually used lateral moves as an excuse to bring that person up higher into the range, so they might have seen up to 10% for their lateral move. It would also depend on the internal equity - if your range is 80-120 and you're at 95, but everyone else in that new role (with similar experience, performance, blablabla) is at 115, then it would make sense for you to get an increase. Maybe not to the full 115 cause those people have already been in the role for X number of months/years and you're brand new to it, but yeah, you could expect / negotiate one. Like I said, it depends on the situation š¤·āāļø
No, though in my opinion you should. You're gaining more skills and becoming more "valuable" to the company which should lead to them showing it by compensating you more.
Do you mean when you make a lateral move to a new company? Yes, you should get an increase if thatās the case. If you mean a lateral move within your current company to another department/client, the answer to that (in my industry) is no.
Most times, no, but I've seen it happen on rare occasions. When it has, it's been very minimal. Lateral moves are typically at the same level/pay grade, they just give you the opportunity to experience a different role.
I have seen it happen a few times at my current employer. It comes down to the Team Member asking for a raise to fill a position of need. Comes down to them knowing their self-worth and making a case.
No, a move with a pay increase is called a promotion, unless you're moving to a new company, then you have negotiating power.
No