Before becoming a mentor, writer, and healer, I used to work in big American FMCG’s such as Coca-Cola, or Kelloggs in France in Paris. My view as an employee and someone who has managed teams of 15 to 20 is that there is a real power struggle. Let’s face it. But I must say that it is an illusion because it is not only about power and control. When you are a manager, you tend to see things your way because “your way” includes other aspects, constraints, politics and personal agendas that you might not be allowed to share with one specific member of your team.
This was the case for me during reviews where some specific people expected a salary raise which I could not give because of internal Budget constraints and had to keep the Budget flat to maintain my headcount. I could not say that a reorganization was being discussed up there and yet had to face the high level of dissatisfaction in the team.
So I used the following tips :
1- A clear, truthful and filled with compassion Communication and saying upfront that my Budget was limited and that the business was challenged this year by Headquarters and I was asking them to bear with me and trust that I was defending their interests as much as I could and as much it was possible.
2- The magic square which is a wonderful tool I use for any salary discussion.
It is simple and actually, it shows people the global picture that the compensation, as opposed to the remuneration, should be based on the 4 sides of the square and not only on the money or raise you can get. It truly helps explore the different existing avenues to compensate your team’s hard work and commitment.
– 1st side of the square is the content of your job, your mission what makes you feel like waking up each job enthusiastic about the new challenges. It also includes the potential learning and promotion curve, the sense of fulfillment.
– 2nd side of the square is the company culture and the people you work with. It includes the company culture, the HR & Training policy, the alignment of the company with your own values.
– 3rd part of the square is my free time and how my life is balanced (holiday, travels…). It can include things such as the location. Is the office close or far from your home? Do you have a short or long commute time? Does your company offer daycare for your children etc?
– 4th side of the square is the money/ package you get for the job. It can include perks, stocks, allowances, gifts, free products..
3. The Open Door closure which is a way for me as a manager to also acknowledge my team and tell them that I will do my best within the constraints and that I would understand if they feel it is not aligned. Letting them know that the door is open is a very good way to prevent the discussion from turning into a blaming discussion with on one side the good employee and the very bad boss.
Do let me know your thoughts on this post.Best way to reach me is on IG @theinnerchilddoula.
Blessings of joy
N’Deye The Inner Child Doula
Author Bio
N’deye Fana Gueye is a story-teller and a blogger and the Author and Illustrator of forthcoming children’s book ”It’s cool to have a smart heart” which provides parents with tools to empower their precious kids and increase their emotional and social literacy. She is also a mentor and holistic therapist known as the Inner Child Doula and helps people reconnecting with their inner child through Inner Child Rebirthing Sessions. She is a Reiki-master and teaches mindfulness. She is a Change Catalyst and a Shadow work Evangelist and the Car Lite Therapy™ is a tool she has created to help people understand the different aspects of their personality and take the driver’s seat. For her, people don’t need to be saved or rescued. People need to acknowledge their own power and to access it. Click here to find more.