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Promotion comes with growing pains

By Andrea Wolf, Globe Correspondent, 3/21/04

Six months ago I was given a promotion to a technical management position. Previously, I worked as a technical consultant with independent project-based work which I loved. Initially, I was thrilled with the increased responsibilities and salary, but now I am having second thoughts. Although I have received very positive feedback from my team, I do not really like the hassle of managing people and monitoring their work. I feel under constant pressure with the demands of the position and stressed out at the end of the day. This is eating into my personal life and taking a toll on my marriage. Because I was so much happier as an independent technical consultant, I want to find a way to return to that work without jeopardizing my position in the company. Should I bite the bullet and just do my job, or is there another way? How can I approach my manager about returning to my previous position?

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It sounds like you are pleased with the promotion and recognition of your work abilities, but are unhappy with the new management role. Organizations offer promotions as a recognition and reward for outstanding work and with that comes an automatic expectation that the person promoted will be very pleased. After all, you were offered career advancement and a higher salary. A promotion is a way to say that you are highly valued by the company.

It sounds like you are managing well as evidenced by the positive feedback from your team. So, on the outside things look good. The issue is the internal toll of this new role that is negatively affecting your personal life and ultimately your health. I applaud you for stopping in your tracks to pay attention to something that is not working well for you.

One thing to consider is that you have only been in your new job for six months and every new job has some growing pains. Your new management responsibilities require a learning curve of at least that amount of time. I would ask you to think about this before making a career decision. You may want to take a risk of giving it a few more months. That way, you will add more time to figure it all out. Maybe you are creating overly high standards for yourself and feel less competent than in your previous position. Be assured, no one expects you to perform the job perfectly. If you need more help, ask for it. It is important for you to respect your own learning/growing process so that when things go wrong, you'll be able to interpret a mistake not as a failure, but as a natural part of growth. Humans cannot avoid making mistakes, but successful people seem better able to accept their mistakes by analyzing them and then moving on.

I suggest that you carefully evaluate why the job is not working. Do you need abilities you don't have and can't develop in a short time? Are you trying to repair a deficit and would rather find a return route that takes better advantage of your strengths? If so, you may be right that you need to make a change soon. Start by giving yourself credit for trying the management role, doing it well and now realizing that the position is not a good "fit." Just remember that if you give it up, you may be moving away from the achievement and recognition that you might want.

I advise you to develop a plan that meets both individual and organizational needs. You could set up a meeting with your boss to evaluate how things are going with your new position. I would start with a positive spin. Since you recognize that the promotion was a way to value you in the company, you can express your appreciation for the opportunity to work with an excellent team. Then I would express that after taking a long and hard look at the job, you believe you would do your best work as individual contributor and give reasons why. Be prepared that they may not like this and either push you to remain or ask you to leave.

Research possible deduction errors

I have a 403(b) mutual fund with my former employer in which a portion of my earnings are taken out each week and put into this fund. I recently discovered that my employer hasn't been putting my full amount into the 403(b), but has been deducting it out of my paycheck. I compared my W-2 amount with the mutual fund year end statement . Over the past 6 years, I have discovered over $600 has not been deposited into my mutual fund. What can I do? Is this embezzlement?

I suggest that you start to fully investigate the situation before jumping to some serious conclusions. Sometimes we can be quick to judge a former employer. There are often errors that have gone unchecked.

I sought the advice of an accountant who warned that to be sure of your allegation, you should do some research. Have you looked at each year and compared it to pay stubs as well as the W-2 deduction amount? Of course, the year-end statement has nothing to do with the amount invested. You could identify which specific years the deposits were not made. Then, you could contact the employer and inquire if there was a bookkeeping error. Most employers would correct their mistake if they are aware of the specific problem. If the employer decides that there is no issue, then you have the choice whether to seek legal recourse and sue. Remember, you need to consider results vs. costs. You could also contact the IRS to inform them that the employer was not following guidelines.

Paid holidays are up to the employer

I am employed at a company that is a wholesale distributor of cabinets and a fabricator of countertops. We have just been notified that this is the last year that we will be given Presidents' Day off, thereby reducing our paid holidays to six. Is this within government regulation?

According to Jeffrey L. Hirsch, author of "Labor and Employment in Massachusetts" and a Labor Law Partner at Robinson and Cole: "In Massachusetts and most other states, there is no requirement for private sector employers to grant paid holidays. However, even though the law does not require employers to provide paid holidays, most employers do so, in order to remain competitive and attract and retain good employees. In your case, the employer has the absolute right to modify the number of paid holidays. If you were employed pursuant to a written employment agreement that granted a specific number of holidays, then the employer would be required to honor the written agreement."

Following up on a verbal agreement

I diverged from my career path and accepted a position in a related field three months ago. I wanted to learn more about and help round out my work experience and knowledge base. During the interview process with the manager, there were certain things promised or agreed upon after a 90-day probationary period and review.

One of the most important of these was to be an agreed upon salary increase for a set amount. I accepted this position up front at half of my previous salary after being out of work for six months.

The 90 days passed and the review came with a less than expected salary increase. I sent a message to the manager to set up a meeting reminding him of our interviews. A few days went by and the manager said he was going to corral me went by as well. Now, it has been put off for another week.

I'm beginning to wonder if I should have gotten it all down on paper before accepting the position. I usually hold people in good standing until they give me reason otherwise. I have a little voice rambling in the back of my mind telling me this could be a problem. What might your opinion or advice be? And am I being too trusting of people's word?

You are definitely asking the right question. Let's review the facts about what transpired in order to evaluate how to move forward. After a six-month job search you accepted a new position, a divergence in your career path, knowing that it was a compromise of half your salary. Your justification was to expand your learning and to round out your career. With a 90-day probationary period and a verbally agreed upon salary increase, you accepted the position. Now you are unhappy with no increase and the stalled communication with your hiring manager.

I think your optimism caused you to be unrealistic about the employment agreement. It is a business agreement and must be in written form and signed, or it is not a real offer. This protects both the employee and the employer. Until this paperwork is signed, you only have a "promise" of an increase, but no guarantee.

Communicating about the verbal agreement with your manager will be tricky as he can easily site that the decision was beyond his control. Often salary adjustments are reflective of how well the company is doing as well as the current state of the economy.

First, I encourage you to follow up with your supervisor to acknowledge what transpired. I would also ask for your performance feedback in written form. Then let him know that you plan to ask the hiring manager directly for an explanation about the salary issue. You also want to understand the manager's thinking on what he needs and values in the organization. Your goal is to more fully understand the manager's thinking about the skills that are important in your position and also to communicate how you can contribute to the company.

Need advice about managing your career or your workplace? The Job Doc can help. Our specialists can answer your questions on topics ranging from career transitions to management issues. E-mail queries to , or send letters to Job Doc, c/o the Boston Globe, P.O. Box 55819, Boston MA 02205-5819. Letters may be edited for clarity and length.

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