I have been with my current employer for several years but feel I am not really appreciated – I have been responsible for delivering strategic business lead projects and implementing PM structures. I have become increasingly frustrated by the businesses attitude towards my work as I rarely receive any recognition and my salary has not been enhanced for 3 years. I decided to apply for a new role and have now found myself with a couple of offers which pay more and potentially look like good places to work, I discussed with my boss who has made a counter offer of more pay. I really do not know what to do? Tony; Project Manager, London.
So you’ve been feeling undervalued in your job for a while and as such you have taken action by applying for new roles which you feel can meet your potential and after interviewing receive an offer or two. It’s a nice place to be in and negotiations are underway with your potential employers; you have made it known with your current employer that you are going to leave your role and your hiring manager is making moves to keep you, but has he asked why you wish to leave? All very straight forward and being professional you can explain that you feel that your skills could be put to better use on a new challenge and that you are feeling undervalued currently. Then the big question comes from your boss; what do they have to offer? Now this does not always happen as a good deal of employers feel that if you haven’t taken the steps to move on that you must do what you feel is right as they do not want begrudging staff in the office moving forward. However as in your case, some businesses know that as you play an instrumental role in their projects that losing you will be detrimental to the team and the project and so contact HR and arrange a new package offering for you to stay.
Have you considered that the “knee jerk” reaction to you leaving only then presents a need to reward you? This does not bode well moving forward within this business as they are only willing to re-evaluate your current status and reward because they are going to lose you. Does this also mean that every time you want progression or a salary review that you must go through the same cycle of applying for roles outside the business to gain any recognition?
The very fact that you have originally gone out and secured job offers says a lot about where you feel you are and having been made a couple of offers from businesses which appreciate your worth whilst offering you a remuneration package which reflects this means you are indeed worth more. Sometimes a change is as good as a rest, if you have any concerns about your potential employers – drop them a line with some further questions. Good luck!
Infographics are becoming increasingly popular in a number of fields and apps which produce these are a plenty however taking the infographic to the next stage is an exciting concept which is being embraced across the digital media industry and spreading out to other sectors – the animated infographic. Intrigued by the concept The CV Righter engaged Zack Esterhuizen Design to create an infographic about our business and were very pleased with the service we received. I met with Zack who is the company founder of Zack Esterhuizen Design – he performed requirements gathering and really worked to understand what The CV Righter as a business hoped to achieve from the animation. Our primary goal was to have a piece of work which clearly covers our service offering and has a humour element too. Once Zack had taken down a detailed brief about the business they went away to work on a project plan and were back in touch with a story board and script for the animation which we went through together, slide by slide, to ensure it worked and said the right things. Perky Pair engaged S2Blue, an established audio services business in broadcasting, to create the voiceover – who took on the assignment with as much professionalism as Perky Pair and created a great piece of work which runs over the animation. Once this was approved and changes were made we were presented with the final product.
Not only were we impressed by Zack and Vikki’s professionalism throughout the project – we also felt included in the process which I have to say was very exciting. The final piece is both informative and easy to follow – it says a lot in a short time frame and as such I personally feel this would be an exceptional tool for engaging stakeholders on large projects. It moves away from the traditional “stuffy” format and brings a fresh element to presentations. But don’t take it from me – have a look for yourself here.
The animated infographic is a fantastic way to present service offerings to a wider audience and unlike the static format – it engages its audience with a short presentation which gets to the point and presents some great facts without getting embroiled in confusing detail. Perky Pair manage the project from start to end and engage the third party suppliers as required – overall I would say they have embraced stakeholder engagement exceptionally!
With the Olympics domineering the TV, social media and the papers at the moment it is good to see the positive effect it is having upon individuals – I note gym attendance is up and local sports providers are reporting a record number of new members. What a fantastic thing to see! I reported on a community project last week which Village Games had organised a huge gathering with sporting taster sessions and am pleased to see further initiatives taking place. Community projects are often overlooked as they are deemed not significantly “flashy” enough for the project management world however I beg to differ as these projects often have significant outcomes and benefits are clearly recognised within the community – however the national press does not cover them as the stories are not deemed big enough. This is a shame as there is a lot to be learnt from such initiatives and presenting them to a wider audience may inspire others to take the lead and tackle a growing rise in individuals with nothing else to do. Also think about the demise of the high street – communities ripped apart by large chain stores taking residence in small towns making it impossible for independent traders to compete. Well the community doesn’t just lie in the retail area; I for one would love to see more community events which bring together locals working in a collaborative way to inspire and entertain others. Sport is a great way to get involved – I know form the work the Village Games do that everyone can get involved from very young to those in their senior years and of course those with disabilities. By creating a buzz in your area you can start to form new friendships and really feel a part of your community – which will have a knock on effect for those taking pride and assisting others to achieve their goals. Often we are not aware of issues in our community until it is too late and our facilities have closed down, taking an active inclusive approach to joining in and understanding our neighbours / local business people etc more we can help put a stop to the drop in social behaviour and issues which affect us all at some point. Actively engaging community support officers and making them aware of issues can really make a difference.
Do you know of any community projects which deserve some recognition? Let us know, we can help raise their profile and put you in touch with others who work in the field who may be able to assist you with funding and ideas to get you started.
You receive a job offer and want to ensure you are getting the best proposition – here are some tips to assist you in doing just that. Firstly you need to take a look at the role being offered, is it a step in the right direction? Often we look for a new role for a number of reasons such as; the current role no longer offers challenges, you feel you are not being paid your worth, the boss gets under your skin, you want to progress your career, the business is not going in the direction you want to go in, your project portfolio is not interesting you any more etc. So taking a look at the role in greater detail is essential – no point jumping from one disappointing role to another and being trapped for another couple of years so you do not ruin your employment track record. Once you have identified that this is the role for you, you should address the following:
Salary – is this an improvement and commensurate with the task you are being asked to execute? Although salary is important if you have other reasons for moving on from your current employer, you should take a pragmatic view of what the new employer has to offer. Do not expect to jump up £10k from your current role unless you have been massively underpaid previously and can justify your reasoning for such a big jump in pay. By presenting a business case on why you feel you should be commanding £XX more than the offer you have been made you are more likely to make an employer sit up and listen rather than flatly refusing the offer and demanding more.
Benefits – an interesting area, pensions, healthcare, season ticket loans, child care vouchers, car / car allowance etc should all be taken into consideration but really; which of these actually interest you and of the ones that do and are offered – are they good enough? If you are currently paying into a good pension scheme and there is an option to transfer into a new scheme – what can the employer really offer you? By listing your current benefits and stating their value you can present these to the HR team with a preference for the parts you are actually interested in and state justification for why these are important to be maintained or improved upon.
Bonus – how realistic is the bonus scheme, what have they previously paid out to others in similar roles. Are they based on personal /group performance or a combination? Taking a pragmatic approach to this is important – you may find that your bonus handsomely enhances your salary; however a lot of firms are reporting suspension of bonuses due to the global economic situation. Make sure you state your current bonuses and list actual payouts so a reasonable comparison can be made which will benefit your negotiations. When a bonus scheme has not been paying out at your potential employers’ business this can open up further negotiation on salary.
Holidays – although these come under benefits it is important to make sure you address this benefit as you would your salary. Some organisations cannot present any negotiations on the holiday entitlements offered for a particular grade but it is worth investigating further as a sudden loss of a week’s holiday can impact your life significantly, especially when you have other commitments such as children. Some organisations can offer a compromise such as working from home for some days or flexi time which should be negotiated before you take on a new engagement.
Sometimes the recruitment process can take weeks if not months before an offer is made leaving you frustrated and when the pressure for you to make a decision within a couple of days is presented, it is easy to try and play the employer at their own game – don’t! There are often a good few reasons why it can take so long for decisions to be made and as such you should take an understanding approach to their offer and ask if you can take a little longer to decide. Of course once negotiations are underway the onus is on HR staff to swiftly take action and mediate between the hiring manager and you to reach a compromise – this can take a while.
The lesson to be learnt from negotiating your offer package is to present your reasoning for wanting a change made to the offer – I have seen offers being retracted by employers when candidates come too hard with demands, but presenting your business case in a professional manner often reaps a good result. Do not make do with an offer through fear of losing it – be professional and see how the employer responds.
