So can anyone really share info about how it works when you get promoted and dealing with HR and negotiating your pay raise? Is there a standard % they use? Or how is it calculated if your currently working a base salary job and commission? Do they increase the both from there or only base? Stupid I know but I have to ask.. no one really shares, like it's taboo
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when I went from lvl1 to lvl2 - I was flat told 5% cap on increase
If you’re going from an hourly situation to a salary situation do the math. My last mgr was 1.5yrs in and they s**t canned him with a surplus. In the long run they may have done him a favor. He was pushing 70 + hrs per week. Basically was making less than min wage.
One could negotiate a higher base salary however, that will lessen the percentage of your future increases. It all comes out the same in the end.
When I was promoted from sales to a non-sales L2 role, they matched (or offered a little above) what I had made total that year (salary + commission). So, if my salary was $50k & I had earned $30k in commissions, my offer was >$80k + the normal 11% bonus. That was 15 years ago and I was laid off last week. Good luck!
"Why would anyone want to be promoted here? Aspire to sell your soul to the yes men culture while having to deal with more visibility of the many that pretend to work? Mix in the ones that want to compare and watch what everyone else is doing with the occasional having to write someone up for something ? If the organization wants to promote you there are written rules just guidelines but again, buy tissues and aspirin for the drama coming your way."
The next step for me is L3, so that would be a promotion and not a progression. But the person who replied with the above comment NAILED it! I am happy just feeding my "leads" the information that they ask for (they don't really lead and are not very good technically) and have them deal with all of the ridiculous drama, with different AVP groups desperately trying to prove their relevance. I realize my time is limited and my exit plan is in place. There is absolutely no way I would want to be promoted and deal with this drama first hand.
I received an $1800 raise when I went from L1 to L2. That was 25 years ago.
For managers, it is typically a standard 5% raise depending on where you land in the new role Target Salary Range.
Best bet is to marry into the lvl 4 and up then nor worries about promotion or job security.
Getting a promotion: Move to Atlantan or Dallas.
Standard promotion (moving from one level to the next- for example, Level 1 to Level 2) increase is10%. Progression (moving to a higher salary range role within your current level) is 5%. Both of these could be more or less based on your position in the Targeted Salary Range of the new role.
It’s 10% or bump to the minimum target salary range for that job. If over the TSR for the role no raise.
If you go from L1 to L2, expect 10%. Confirm you’ll get full merit in March.
L2 to L2, you might get 5%, but you might get a 0% offer. Tell them it’s sounds like more work and they will offer 5%.
Staffing people are paid on quantity not quality. Be careful negotiating, staffing has no issue recommending the next best person to close out the job requisition as soon as possible.
Why would anyone want to be promoted here? Aspire to sell your soul to the yes men culture while having to deal with more visibility of the many that pretend to work? Mix in the ones that want to compare and watch what everyone else is doing with the occasional having to write someone up for something ? If the organization wants to promote you there are written rules just guidelines but again, buy tissues and aspirin for the drama coming your way.
You are told. Period. No negotiation. The hiring Division looks at what you currently make, your years of service, others in the position and then they try to LOW BALL the offer.
Simple.
Promotions now all require you to relocate to a Key Network Location. So if you are not already there, you are screwed anyway.
You mean promoted to customer..that's all the company promotes now a days.
"if you're going from commission to non commission there is no consideration for tha"
Not set in stone true. I hired a manager into a non-sales department, and HR set the new salary higher than it might have been because of commissions.
YMMV, but that's how it worked recently in my crew.
There's a few things you have to s u k if you want a promotion at AT&T. Those that have done it would be able to tell you but their mouths are preoccupied.
I think it used to be more standard then the company went into the cheap phase where you could get as little as 3%. I’ve always received what I would consider a fair progression. I know others who got a minimal amount. Timing does have something do with it too. My recommendation is to negotiate as much as you can because if you don’t get it upfront it takes a long time to catch up.
They'll lay you off. It doesn't really matter. Those "promotions" are lies.
The people you work with and here will tell you what you want to hear. Because as mentioned the new guy now goes down if there are layoffs. And of coarse there will be layoffs.
Low level promotions are about as good of a way to get off payroll as the RTO plan
Isn't this site supposed to be about Layoffs???
I got 5% and my bonus went from 11 to 13% if that helps. But I was already above midpoint by a decent amount. When I laterally moved jobs for an internal hire, I got nothing.
Promotion? Are you asking about a promotion at AT&T? I’m sorry, that made me laugh.
It depends what your salary is at (if you're going from commission to non commission there is no consideration for that, you could make less in the new role). Typically it's 10% or more depending on how far you are from the new TSR.
Others are saying 10% which is normal for promotions, but if it is a progression (staying at same management level) you might be looking at 5%.
Research salary ranges on the career intelligence site. Hurry, it’s going away soon. I don’t trust that the new workday system will be better.
No negotiations. Standard 10 percent unless more is needed to bring you up to minimum.
There’s no negotiation.
Typically in management it’s a 10% increase unless your salary is too high or too low for level you’re going into.
You will often be a target for a future layoff as one of the newest employees at that level.
They will bring you up to the bottom of your new TSR. TSR should be posted in the job opening. There is no negotiation.