斯特凡妮·埃雷迪亞的晉升晚了一年,而且薪水也遠(yuǎn)未達(dá)到承諾的數(shù)額。29歲的埃雷迪亞剛開始在美國佛羅里達(dá)州坦帕市的一家小公司擔(dān)任會(huì)計(jì),公司承諾6萬美元的底薪在一年后會(huì)漲到10萬美元。
但她對《財(cái)富》雜志表示,在最后一刻,時(shí)間線拉長成了兩年。外加傭金,她最終的薪水是9萬美元。隨著公司從4人發(fā)展到25人,埃雷迪亞的職責(zé)也隨之增加。埃雷迪亞稱,她負(fù)責(zé)在波多黎各開設(shè)一個(gè)新部門,該部門每年為公司帶來200萬美元的額外收入,但要求加薪感覺“就像對牛彈琴”。
“我的年銷售額超過30萬美元,但在完成所有客戶工作(我?guī)淼目蛻簦┮约捌渌ぷ鞯那闆r下,我的收入?yún)s只有9萬美元?!卑@椎蟻喺f,并補(bǔ)充道:“我做了非常多的電子表格來比較我為公司創(chuàng)造的收入和我的到手工資,這讓我很難過!”
她回憶稱:“我開始意識(shí)到,自己很快就會(huì)精疲力竭。我決定,不能再為別人的夢想而努力了。”
埃雷迪亞絕對不是個(gè)例。最新研究顯示,晉升到管理崗位的員工承受的壓力與日俱增。事實(shí)上,薪資處理公司ADP最近的研究顯示,與沒有得到晉升的員工相比,首次晉升到管理層的員工更有可能在晉升后立即離職。上周蓋洛普(Gallup)的一項(xiàng)民意調(diào)查發(fā)現(xiàn),與普通員工相比,管理者更有可能感到精疲力竭或離職。
“當(dāng)老板通常會(huì)有很多好處。不幸的是,如今這一工作相當(dāng)艱巨?!鄙w洛普總結(jié)道。
近三分之二的受訪者表示,他們的工作職責(zé)增加了,而42%的人稱他們的預(yù)算被削減了。蓋洛普發(fā)現(xiàn),大多數(shù)管理者目前都在尋找新工作,這或許不足為奇。
對埃雷迪亞來說,就在她做出離職的決定后,她期待已久的晉升來了。她的老板把她叫到辦公室,表示愿意將她晉升為合伙人,并給予她公司股份。
這將讓她的薪酬總額達(dá)到12萬美元,但她將不再有資格獲得傭金——這意味著她的薪酬總額將被削減。不過,埃雷迪亞稱,她是由于自己工作到精疲力竭的程度才接受這一晉升的。她說:“我一直努力工作,我以為接受晉升會(huì)消除我的怨恨,讓我重新變得完整?!?/p>
但事與愿違。六個(gè)月后,埃雷迪亞創(chuàng)辦了自己的公司Taxes Tampa。在離職一年后,她堅(jiān)稱自己“感覺非常好”。(財(cái)富中文網(wǎng))
譯者:中慧言-王芳
斯特凡妮·埃雷迪亞的晉升晚了一年,而且薪水也遠(yuǎn)未達(dá)到承諾的數(shù)額。29歲的埃雷迪亞剛開始在美國佛羅里達(dá)州坦帕市的一家小公司擔(dān)任會(huì)計(jì),公司承諾6萬美元的底薪在一年后會(huì)漲到10萬美元。
但她對《財(cái)富》雜志表示,在最后一刻,時(shí)間線拉長成了兩年。外加傭金,她最終的薪水是9萬美元。隨著公司從4人發(fā)展到25人,埃雷迪亞的職責(zé)也隨之增加。埃雷迪亞稱,她負(fù)責(zé)在波多黎各開設(shè)一個(gè)新部門,該部門每年為公司帶來200萬美元的額外收入,但要求加薪感覺“就像對牛彈琴”。
“我的年銷售額超過30萬美元,但在完成所有客戶工作(我?guī)淼目蛻簦┮约捌渌ぷ鞯那闆r下,我的收入?yún)s只有9萬美元?!卑@椎蟻喺f,并補(bǔ)充道:“我做了非常多的電子表格來比較我為公司創(chuàng)造的收入和我的到手工資,這讓我很難過!”
她回憶稱:“我開始意識(shí)到,自己很快就會(huì)精疲力竭。我決定,不能再為別人的夢想而努力了?!?/p>
埃雷迪亞絕對不是個(gè)例。最新研究顯示,晉升到管理崗位的員工承受的壓力與日俱增。事實(shí)上,薪資處理公司ADP最近的研究顯示,與沒有得到晉升的員工相比,首次晉升到管理層的員工更有可能在晉升后立即離職。上周蓋洛普(Gallup)的一項(xiàng)民意調(diào)查發(fā)現(xiàn),與普通員工相比,管理者更有可能感到精疲力竭或離職。
“當(dāng)老板通常會(huì)有很多好處。不幸的是,如今這一工作相當(dāng)艱巨?!鄙w洛普總結(jié)道。
近三分之二的受訪者表示,他們的工作職責(zé)增加了,而42%的人稱他們的預(yù)算被削減了。蓋洛普發(fā)現(xiàn),大多數(shù)管理者目前都在尋找新工作,這或許不足為奇。
對埃雷迪亞來說,就在她做出離職的決定后,她期待已久的晉升來了。她的老板把她叫到辦公室,表示愿意將她晉升為合伙人,并給予她公司股份。
這將讓她的薪酬總額達(dá)到12萬美元,但她將不再有資格獲得傭金——這意味著她的薪酬總額將被削減。不過,埃雷迪亞稱,她是由于自己工作到精疲力竭的程度才接受這一晉升的。她說:“我一直努力工作,我以為接受晉升會(huì)消除我的怨恨,讓我重新變得完整?!?/p>
但事與愿違。六個(gè)月后,埃雷迪亞創(chuàng)辦了自己的公司Taxes Tampa。在離職一年后,她堅(jiān)稱自己“感覺非常好”。(財(cái)富中文網(wǎng))
譯者:中慧言-王芳
Stephanie Heredia’s promotion came a year too late and more than a few dollars short. Heredia, 29, started an accountant job at a small Tampa, Florida firm, with the promise that her $60,000 base salary would rise to $100,000 after one year.
But at the last minute, she told Fortune, the timeline became two years. Her eventual salary—$90,000, plus commissions. As the firm grew from four people to 25, Heredia’s responsibilities ballooned. She was charged with opening a new unit in Puerto Rico, which went on to generate an additional $2 million annually for the firm, but asking for a raise felt “l(fā)ike talking to a brick wall,” Heredia said.
“I’d have sales over $300k annually but was only making $90k while doing ALL the work of the clients I brought in [and] the other work at the firm,” Heredia said, adding, “I sadly have way too many spreadsheets comparing the money I was bringing in [versus] bringing home!”
“I was starting to realize I was burning out pretty quickly,” she recalled. “I made the decision that I couldn’t keep building someone else’s dream.”
Heredia is far from alone. Workers promoted into management positions are increasingly under stress, new research shows. Indeed, workers who get their first promotion into management are more likely to leave their employer immediately after, compared with workers who don’t get promoted, according to recent research from payroll processor ADP. And a Gallup poll last week found that managers are more likely to be burned out or disengaged than workers overall.
“[B]eing the boss usually comes with its perks. Unfortunately, today it’s mostly just a tough job,” Gallup concluded.
Nearly two-thirds of poll respondents said their job responsibilities increased, while 42% said that their budgets had been cut. Perhaps not surprisingly, a majority of managers are currently looking for new jobs, Gallup found.
For Heredia, it was right after she had made the decision to leave that her long-awaited promotion came. Her boss called her into his office and offered her a promotion to partner, complete with a stake in the firm.
This would bring her total salary to $120,000, but she would no longer be eligible for commissions—meaning her total compensation would be cut. Still, Heredia said she accepted out of exhaustion. “I had worked so hard that I thought accepting would undo my resentment and make me whole again,” she said.
It didn’t. Six months later, Heredia started her own firm, Taxes Tampa. A year after leaving, she insists she has “never felt better.”