On less pay than colleagues doing exact same job

takman

Stylehutz wrote: »

Maybe a bonus scheme. would be fairer. Can't imagine anyone would want to compile a record of who makes more widgets then anyone else.
Personally I would pull up the person who was producing less widgets and get them to pull their finger out or they will be shown the door.

Monitoring production and how many each person makes a day is an important first step in making a manufacturing process run as smoothly as possible.
Some industries are very manual production intense and require skills that take years and years to develop. So if someone was a cabinet maker with 20 years experience they may be able to make 12 a day but someone with not as much experience may make 10 a day. It's not as simple as telling them to "pull their finger" out when they simply don't have enough experience to work as fast. So in this case someone with more experience should get paid more as they are more valuable to the business.

I think someone who has more skills or more knowledge in a particular area relevant to their job can easily justify being paid more than other people doing the same job as they are more valuable to the business.

lincroft1710

Stylehutz wrote: »

So, you would tell the rest of your workforce in the same roles what you would be paying Candidate B who has yet to prove themselves.,or maybe you would be sworn to secrecy?:)

What I would pay my staff is between that member of staff and myself, I would not disclose their wage/salary to a third party. If they want to tell other people, up to them.

sangie595

inglorius wrote: »

You can't resist bringing off topic matters to other discussions can you. I remember one of your quotes about you alleging I had an alter ego on here, if avoiding your continued behaviour every time I post something requires getting another account then this may be the most useful thing you've ever suggested.

Your posting history is a matter of record - it wasn't me who identified the alter ego, and it was certainly relevant to the thread you posted.

But you chose to effectively suggest that you would threaten or intimidate the OP if they were your employee and asked about why they were paid less than others. That is also a matter of record - you posted it! So how is it off topic to point out that this is not an appropruate method of management??? You raised the subject. You said that your approach would be to threaten or intimidate. I didn't say any of those things. So what is wrong with pointing out that this isn't good management? Nothing off topic in that.

inglorius

sangie595 wrote: »

Your posting history is a matter of record - it wasn't me who identified the alter ego, and it was certainly relevant to the thread you posted.

But you chose to effectively suggest that you would threaten or intimidate the OP if they were your employee and asked about why they were paid less than others. That is also a matter of record - you posted it! So how is it off topic to point out that this is not an appropruate method of management??? You raised the subject. You said that your approach would be to threaten or intimidate. I didn't say any of those things. So what is wrong with pointing out that this isn't good management? Nothing off topic in that.

Please provide where I used the words threaten or intimidate? You then cast your own personal aspersions about my management style. Where did I mention threatening or intimidating anyone in my post. Stick to the facts not your own personal bias.

stuartJo1989

inglorius wrote: »

Please provide where I used the words threaten or intimidate? You then cast your own personal aspersions about my management style. Where did I mention threatening or intimidating anyone in my post. Stick to the facts not your own personal bias.

I'm always intrigued when sangie makes a point like that.... Given their extensive experience on the subject. And I try to stay impartial, because they aren't perfect (can be a bit trigger happy at times).

But yea, I think it was this bit:

inglorius wrote:

I would ask them however how they came by this information if staff are openly discussing their pay rates with each other.

It is quite threatening to be fair! I've actually been on the receiving end of that exact same statement! Its so derogatory and humiliating. Why?

1. You are deflecting the issue of pay by suggesting that the employee is in the wrong for discussing the issue in the first place.

2. The information as to wages has most likely been leaked by YOUR OTHER EMPLOYEES! You are basically swatting down a completely innocent person. You should be disciplining the people who reveal their pay rates, not the person who is querying the discrepancies.

(this is, of course, my own opinion BUT it is a very candid and honest assessment of how I felt.. Of how someone on the receiving end may have felt at the time of you uttering those words... And for me it wasn't about the money, it was about the respect shown by the boss; either equal pay or being spoken to like a human being and going through the reasons)

Do you know what a good leader/boss would do? Sit down and explain clearly why there is a pay discrepancy, spelling out the reasons + offer progression if the budget allows. AND THEN have a quiet word with the other team members to advise that they be a bit more discreet about pay. But you aren't a good leader are you?

inglorius

stuartJo1989 wrote: »

I'm always intrigued when sangie makes a point like that.... Given their extensive experience on the subject. And I try to stay impartial, because they aren't perfect (can be a bit trigger happy at times).

Yes I agree they have the habit of typing before they think.

My original point still stands about the language the OP alleges I used in my post, am happy to challenge them to quote where I used those precise words.

stuartJo1989

inglorius wrote: »

Yes I agree they have the habit of typing before they think.

My original point still stands about the language the OP alleges I used in my post, am happy to challenge them to quote where I used those precise words.

You know what, you've just blanked most of my post and I think that just sums you up.

inglorius

stuartJo1989 wrote: »

You know what, you've just blanked most of my post and I think that just sums you up.

I purposely responded to the pertinent elements of your reply, not whether you consider me to be a good manager or not.

stuartJo1989

Friendly advice here, but really read over my post (and give due consideration to sangie's criticism, even if you take it with a pinch of salt) as it is probably an articulate representation of what your staff are feeling when you utter those words to them about pay.

I'm now in a managerial position (well, let's say position of power) and you get further by just being honest and open with people. Someone comes to my office about a pay discrepancy and it is either a flat out "no" or a "ok, let's do this" and action taken. No threats or fluff. Just plain honesty.

(Text removed by MSE Forum Team)

inglorius

I'll be totally honest with you in the years I've been managing I've never had a member of staff approach me about their pay compared to other members of staff so have never dealt with this scenario.

I can say that many moons ago I wasn't given my contractual holiday entitlement as HR had made a mistake when issuing my contract on joining the business. When I approached my line manager about this their response was why should you get more holidays then everyone else? They then reissued my contract with what should have been the correct number of holidays .

I'll let you consider how I felt after this.