🥵 Marlow 💦

Manager: “I’ve spoken to the CEO. Your request has been reviewed.” Employee 1: “So, are we getting the increase?” Manager: “The CEO has approved a salary increase to $3,200 a month, effective next month. He says the company cannot afford $4,000 for everyone right now.” The employees exchanged disappointed looks. Employee 2: “That’s still not enough. We told you what we needed.” Manager: “I understand. I argued for the full amount, but the CEO wants to see how the company performs over the next three months before approving anything more.” Employee 3: “So what happens if we still can’t manage the workload?” Manager: “The CEO has also approved two new hires. That should help reduce the pressure on everyone.” The room grew quieter, but the employees were still unhappy. Then one employee asked, “Sir, can I ask you something? How much do you earn?” The manager paused. Manager: “That’s a personal matter.” Employee: “We understand. But we’re doing overtime almost every week, and some of us are struggling to pay our bills. We just want to understand why our salaries can’t be reviewed properly.” The manager looked down at the documents in front of him. Manager: “You deserve an honest answer. When I submitted the original salary review six months ago, the CEO rejected it because the department was already over budget. I was told to manage costs without affecting productivity.” Employee 1: “And you never told us?” Manager: “I thought the company would reconsider after the next financial quarter. I should have been more transparent with you.” He closed the folder and looked around the room. Manager: “Here’s what I can promise: I’ll submit a new review with the overtime records, our current workload, and salary comparisons from other companies. This time, the CEO will have the figures in front of him.” Employee 2: “And if he rejects it again?” Manager: “Then you’ll have to decide what’s best for you. I won’t ask you to keep working under conditions you believe are unfair.” The employees exchanged glances. They hadn’t received the $4,000 they wanted, but for the first time, their manager had acknowledged the problem instead of dismissing it. As they began leaving, the manager’s phone rang. It was the CEO. Manager: “Hello, sir.” CEO: “I’ve just received the resignation letters from three of your most experienced employees. Tell me something: if the rest of your team follows them, how long will it take us to replace everyone?” The manager looked through the glass wall at the employees walking away. Manager: “Months, sir. And even then, the new staff would need training.” There was a long silence. CEO: “Call them back. I want to discuss a better offer.” The manager ended the call and stared at his phone. He had spent six months trying to convince the CEO that his employees deserved better pay. It took three resignation letters for the CEO to understand what their experience was worth. Sometimes, the most expensive decision a company makes is the money it refuses to pay its best employees.

Employees: “We need a salary increase, or we all quit! This $2,500 a month is too small. We’re overworked and underpaid!” Manager: “You’re all serious about quitting?” Employees: “Very serious. We’ve discussed it. If management doesn’t increase our salaries to at least $4,000, we’re walking out together.” The manager leaned back in his chair. Manager: “Fine. I’ll take your request to the CEO.” Three days later, he called everyone into the conference room.