Supervisor perplexed at making less than subordinate

Q:

Shortly after being promoted, I discovered that one of the employees I manage makes significantly more than I do. “Jake” is not even an outstanding performer, yet his pay is 15 percent higher than mine. Since I’m managing a department of 12 people, this makes absolutely no sense.

I don’t have access to salary data, so for all I know, other employees under my watch might also be making more than me. I haven’t mentioned Jake’s salary to management because my promotion included a nice raise and I don’t want to appear ungrateful. However, this doesn’t seem right. What do you think?

A:

Although one might logically assume that managers always make more than their employees, that is not necessarily the case. Based on available information, I have no way of knowing why Jake has the bigger paycheck, but there could be several reasons.

If this is a small private business, management may have never implemented a formal compensation plan.

Without an organizing structure, salaries just evolve haphazardly over time, resulting in illogical discrepancies. Amazingly, some companies don’t even establish salary caps, so ongoing raises can cause pay to skyrocket well beyond the value of the job.

Even with a compensation plan, it’s still possible for employees to be paid more than their boss. Managers are usually on a higher pay grade — for example, if Jake’s job is a grade 10, then yours might be a 12 — but every pay grade has a minimum and maximum salary. Therefore, someone at the high end of a lower grade might make more than someone at the low end of a higher grade.

Finally, in some fields, it is not at all unusual for seasoned employees to make more than those who manage them.

If you are supervising engineers, architects, attorneys or other highly trained professionals, this salary difference could be both appropriate and expected.

But if, after examining all the facts, you still can’t figure out the rationale, then you should politely ask your boss or human resources manager for an explanation. Apart from personal curiosity, you really do need to understand how your staff is being paid.

Q:

One of my employees repeatedly makes comments about how hard she works. This happens almost every day. Why do you think she does this?

A:

The most important question is whether you agree with her assessment. If so, then one wonders why she feels the need to keep reminding you. Perhaps she’s implying that her workload is too heavy or that she would like some time off. She also might be fishing for a compliment because she’s feeling unappreciated.

But if her motivation is unclear, the simple solution is to ask. For example: “Mary, I’ve noticed that you often mention how hard you’re working. I certainly agree that you’re a hard worker, so I’m wondering if there’s something you’re trying to tell me.”

On the other hand, if this employee seems to be overestimating her level of effort, then you may need to clarify your performance expectations. Her definition of hard work could be quite different from your own.

Marie G. McIntyre is a workplace coach and the author of “Secrets to Winning at Office Politics.” Send in questions and get free coaching tips at http://www.yourofficecoach.com, or follow her on Twitter @officecoach.