"I have picked up her slack and been assigned some of her specific tasks by the chief marketing officer. I also spearheaded two very successful high-visibility projects, reinvigorated stagnating programs, and currently manage two direct reports. In other words, I saw opportunities for my growth in her dereliction of duty. I also made sure to elevate my direct reports and their efforts."
"My boss's boss-the director of marketing-has assured me my efforts are noticed and promised a reshuffling, "but not necessarily now, maybe more like a year or two from now." Our company is 150 people and has no formal hierarchical structure in place. Upper management claims we're a meritocracy, but advancement seems random. I am less concerned with my title, but I want a raise."
"The right time to ask for a raise is now. I say this for several reasons. It's September, and many companies are working on their budgets for the next calendar year and starting the process of calculating raises and promotions. If you ask early, your boss or boss's boss has time to start the process, get approvals from the human resources and finance departments (or whoever has to sign off), and reserve enough budget to fund"
A marketing editor is the department's second-most-senior editorial person and has absorbed an unproductive editorial director's responsibilities. The editor led two high-visibility projects, revived stagnant programs, manages two direct reports, and elevated those reports' work. The editor remains overloaded without a raise while the manager coasts. The director of marketing acknowledged the efforts and promised a possible reshuffling in a year or two. The company of 150 has no formal hierarchy and claims a meritocracy, but promotions feel random. The recommended action is to ask for a raise immediately because companies are setting next-year budgets and need time for approvals and funding.
Read at Slate Magazine
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