solomonb
Wise Sage
- Joined
- Feb 20, 2010
- Messages
- 302
- Reaction score
- 49
I am in the engineering/management consulting business. These are problems that we see all of the time. As an employee, you cannot ask for enough feedback, however, some engineers, lots of engineers are not the best communicators. If this is the boat that you are in today, do the best you can with what you have. Keep looking for something better and if it arises, go for it! One of the key things to remember here, and this is sometimes a hard lesson to implement, is that one day, soon, YOU will be the supervisor of the guy/gal that comes in and tells you that he/she has passed the PE examination. NOW, YOU are the one who has to make the decision on what to do. REMEMBER how you felt on either no recognition, tepid recognition, fair recognition or great recognition. Don't use the childish, "Nobody did anything for me, to hell with them" attitude. Perhaps your boss does not know what he/she should do. I know, perhaps a far stretch in logic and thinking, however, accept the premise and move ahead.
When I was with a very large fortune 10 organization, I would dip into my pocket to do things to keep the staff happy. I know, there is an argument for that as well, however, I did it and did not think anything about it. Yes, I had a great job and yes, I made good money, however, when you become a supervisor, you will probably make good money as well.
We do see that moving firms and locales is the way to increase salaries. However, do some move comparisons before you sign up for a $20K raise, only to find that it will take $30K to maintain the same standard of living where you are now!
If you are an employer/supervisor, heeding very carefully what many of these newly licensed millenial engineers are saying is important. It is true that finding a new replacement individual is well over a year's salary, once all of the tangible/intangible factors are included. It is also true that you may worry about "paying so much more" now as opposed to before. Just remember, the devil you know is often better than you don't know. The point here is that if you have a good employee and he/she is a productive team member, it is better to take good care of them then allow them to leave and have to find a new replacement.
Another factor for a supervisor/employer to consider is that today, most of the fat has been cut. There is no more fat to cut. It takes a certain number of human resources to run the organization. We encourage all of our clients to reward their staff fairly to a little bit better, because when this economic turbulence turns around, there are going to be many companies that will not have anybody working for them; all of the old folks have gone and found greener pastures. Something to think about.
When I was with a very large fortune 10 organization, I would dip into my pocket to do things to keep the staff happy. I know, there is an argument for that as well, however, I did it and did not think anything about it. Yes, I had a great job and yes, I made good money, however, when you become a supervisor, you will probably make good money as well.
We do see that moving firms and locales is the way to increase salaries. However, do some move comparisons before you sign up for a $20K raise, only to find that it will take $30K to maintain the same standard of living where you are now!
If you are an employer/supervisor, heeding very carefully what many of these newly licensed millenial engineers are saying is important. It is true that finding a new replacement individual is well over a year's salary, once all of the tangible/intangible factors are included. It is also true that you may worry about "paying so much more" now as opposed to before. Just remember, the devil you know is often better than you don't know. The point here is that if you have a good employee and he/she is a productive team member, it is better to take good care of them then allow them to leave and have to find a new replacement.
Another factor for a supervisor/employer to consider is that today, most of the fat has been cut. There is no more fat to cut. It takes a certain number of human resources to run the organization. We encourage all of our clients to reward their staff fairly to a little bit better, because when this economic turbulence turns around, there are going to be many companies that will not have anybody working for them; all of the old folks have gone and found greener pastures. Something to think about.