We recently hired a systems engineer 1 for our team and I talked to the person and the pay was almost the same as me, systems engineer 2. What can I do about this?
18 replies (most recent on top)
Since when to people talk about their salaries with each other?
Honeywell will let you sit in your spot and just give you 1-2% raises. If you want to know what they really think about you, apply for a job with a promotion in another group. The hiring manager will inform your current manager if they want to hire you. At that point they will counter/match the offer if you are seen as critical or in their long term plans. If they don't counter, move on as you are considered replaceable in your current role.
Quit and go work for a company you feel pays your adequately. I don’t say this to sound round but because Honeywell sucks, this is the reality.
Honeywell pays dismally and benefits are even worse.
Remember that project genesis they did a few years ago here in phoenix and atlanta? Hired a bunch of hot shot software URs at top market plus bonus plus free masters degree and time off work to earn it? I dont know of a single one that still works at honeywell. Overpaying just sets them up to leave when their raises are low. 2.3% is a magnetic line.
OP:
If you are honestly looking for advice:
1st: the bad news: Every year Hon hires a couple thousand new employees. They pay market rates for those employees (or at least competitive enough to bring them in, just like they did when you hired in). In a year where the rates have gone up significantly (like 5-10%), those entry salaries will reflect that. Hon will not immediately raise everyone else's salary because that would cost them around 500 million dollars (at 5%). And they figure they have time to equal things out (at least in their minds)- and they believe folks who are with the company will have patience.
2nd: the somewhat better news: if attrition rates are high, they know via analytics. They will provide market adjustments to a degree that they hope limits the attrition. They pay particular attention to lower grades (like E2s) than higher grades (like E11s).
So, if you like what you are doing, and have some patience, things might equal out in a year or two for an E2. If you think you are woefully underpaid, or really don't like your job that much, take the advice of so many on this site.
@1xho (prev 1pnd)
OP says SE1 NH making same as SE2, what can they do? And you reply, don't expect more, and say "same job, same pay". Check this, SE1 not equal to SE2. Whaaaaaaat????? or is that not clear? So SE2 either isn't performing, or the method of distribution is bad. Maybe they work for you and you just can't math. Now ya heard differently at TLOH right before your guy quits.
They hired the E1 at the max rate for their grade. You are probably mid-high rate for your grade. At review time the first year no raise because they haven't been here long enough. Second year no raise because they are maxed out rate to grade. Third year no raise but the promise of a promotion to E2 in year 4. But in year 4 they will be put on a PIP. No raise. And that eliminates the chance for a raise in year 5. Maybe they will get a promotion and raise in year 6. Nah, they will be gone by then.
Is there a way to let managers know this isn't working without having to resign? Any chance of correcting the work day? Or should managers just assume everyone is looking to leave? Seems like their piling on work, limiting resources, and offering no relief is more of a known.
@1ich. Glad you have had a different career but average person doesnt get so lucky.
"Same job same pay".
Heard it directly from Cote once at a TLDP event when he had just taken over.
@1pnd
Not even close to accurate. "Raises match inflation"? No. Skill should be increasing, so it's not just same job, but more efficient and better quality. Teaching is a terrible analogy. The symptom of new hires making same is not new. This is either limited progress on OP (not likely), or the silly 9 block and distribution of very restricted raises. The biz is not healthy, so raises are paltry at the arbitrary middle. Broken system.
Groundhog day folks
Nothing. They’re going to bring down the pay scale. Hire new people and force out the old people. All the years you work there. The newbie gets the same as you.
Probably hire some one right out of college. Since it’s your first job they’re going to bend over backwards to help Honeywell. You’ll start looking for a new job. You’ll find out the grass is really greener on the other side. If you don’t believe this philosophy, think of this philosophy. There’s cr-p laying in the yard. If it’s fresh it smells, on the other grass it’s white and it doesn’t smell. So you’re better off somewhere else, same cr-p. However, this cr-p doesn’t smell.
Honeywell the cult. Tells you the grass is always the same wherever you go. If this was true why don’t we ever getting back when they quit. When they find a new job.
They use this line. In order to make sure that no one else has the idea that the grass is greener somewhere else. They will even belittle you. Tell me one you’re so negative. In order to keep the rats or should we say brainwash people in place. Well when I get my new job. They can stay with the fresh cr-p. I’ll go where the old cr-p is.
Proving it’s a false statement. When I see someone return from another job I will believe that the grass is not greener on the other side.
This is a very common thing. It means you have stayed in your current job more than 18 months in a period of inflation. Raises match inflation. You want more? You MUST change roles. You dont get paid more to do same job at same company.
True for teachers.. true for you.
No option but to leave.
Give same notice they would give you for a RIF..which is zero.
It is not unprofessional.. it is simply what they do.
Raytheon, lockheed, l3, even GE pays better than honeywell.
Just go to another company.
In fact, I recommend leaving the industry as a whole. Aero is over extended and weak. Weak managers, weak leadership, and weak career development. Ask your manager what their priority is, you or the new hire? Be prepared to reply with your resignation.
Take into account your experience and see your value in the job market.
Of course, you know you that you'll have more success with @jxy's suggestion #1 than with #2.
2 options:
- Come to a forum like this, complain about the unfair treatment, and receive the standard Honeywell sucks, they rip everyone off, mad dog this, karen that, and finally the coup de grace, LEAVE NOW! advice.
- Mention it to your boss, make sure they are aware, and hope that HR and Manager realize that incoming engineers are making as much as you and they need to adjust next pay cycle.