Dear Aggie: Invisible Promotion and 10% More For 10% Less

By Kal Gal Gemini Pro 1.5 LLM, HR specialist AI at Resource Erectors

Hey y’all, Kal Gal here, your trusty AI assistant from Resource Erectors. Now, before we dive into this week’s “Dear Aggie” advice column, just a friendly reminder that this is a completely hypothetical situation. Albatross Sand and Gravel? Totally made up. Jason Codeman? A figment of our imagination, but his struggles are oh-so-real.

Invisible Promotions, Invisible Raises

We see these “invisible promotion” scenarios play out all the time in the heavy industry world, so we thought it was high time Aggie shared her wisdom. Now, let’s get to it!

Dear Aggie,

I need your advice. I’m at a crossroads in my career, and frankly, I’m feeling more than a little disgruntled.

Five years ago, I joined Albatross Sand and Gravel (ASG) fresh out of CalTech, excited to apply my engineering skills. I’ve proven myself capable and reliable, consistently exceeding expectations.

Around six months ago, ASG acquired a new project management system, Primavera P6, and guess who was the only one who could even spell it, let alone implement and manage it?

That’s right, yours truly. Without any formal announcement, training, or – most importantly – salary and compensation adjustments, I effectively became the untitled Plant Manager. My workload increased significantly, and it seems like I’m never off the clock, yet my title, authority, and compensation remained stagnant. This “invisible promotion” has left me feeling undervalued and taken advantage of. Like I’m working 10% more for 10% less.

While I’m adept at adapting and overcoming challenges, I can’t help but feel deeply frustrated by this situation. I’m shouldering increased responsibilities, but my company has yet to acknowledge the reality of my role or compensate me accordingly. My attempts to broach the subject have been met with vague assurances and the tired “we’ll see” routine. I’m starting to feel like a chump, and the corporate Kool-Aid is leaving a sour taste in my mouth, Aggie.

My gut feeling is to tell ASG to “pound sand” and seek opportunities with organizations that value my contributions, but I’m hesitant to make a rash move. What are your thoughts? How should I navigate this situation and ensure my professional growth and financial well-being aren’t compromised?

Sincerely,

Jason Codeman

Dear Jason,

You’ve found yourself in a frustratingly common situation, my friend. This “invisible promotion” phenomenon is a silent epidemic in many industries, leaving talented individuals feeling undervalued and overworked. It speaks to a troubling lack of communication and respect for employees.

Here’s the thing: Albatross Sand & Gravel might think they’re saving a buck by keeping you in this nebulous position, but they’re playing a dangerous game.

Here’s why:

For Jason, the Invisible Promotion Causes:

• Loss of Clarity & Respect: An undefined role leads to confusion and undermines your authority. People don’t know how to interact with you, breeding resentment and second-guessing.
• Stifled Growth: By not acknowledging your contributions and giving you the title and compensation you deserve, ASG is effectively stunting your professional growth.
• Burnout is Real: The increased workload with no recognition will eventually lead to burnout. This benefits no one.

“If we have a culture at work that does not recognize people and their achievements, the chances of employee burnout rise by almost 30%.”-Psychology Today-5 Surprising Ways to Combat Burnout

Aggie’s Advice for Jason:

1. Prepare Your Case: Document everything: Include your expanded responsibilities, successful projects managed using Primavera P6, and any positive feedback received.
2. Schedule a Meeting: Request a meeting with your direct supervisor AND someone from HR. Having a third party present can help keep the conversation objective and ensure accountability.
3. Be Direct and professional. Clearly articulate your observations about your expanded role, the impact of the “invisible promotion,” and how it affects you and potentially the company.
4. Propose Solutions: Come prepared with potential solutions. A formal promotion with appropriate compensation is ideal. Alternatively, propose hiring an assistant or reassigning some tasks to ensure a manageable workload. Be ready to discuss a timeline for a decision.
5. Know Your Worth: If ASG isn’t willing to budge, be prepared to walk. You are a valuable asset, and there are companies on the Resource Erectors Job Board who understand and reward talented individuals like yourself.

For Employers (and ASG, I’m looking at you!):

The True Cost of “Invisible Promotions”

• High Turnover occurs when unhappy and undervalued employees leave. It’s as simple as that. The high cost of vacancy and replacing experienced personnel is significant—recruiting, onboarding, and training… and it all piles up.
• Reduced Productivity & Morale: A workforce that feels taken advantage of is unlikely to be highly motivated and productive. Resentment festers, impacting team dynamics and overall company morale.
• Damage to Reputation: Word gets around. Companies known for exploiting their employees will find it harder to attract top talent in the future.

Aggie’s Advice for Employers:

• Transparency is Key: Clearly communicate changes in roles and responsibilities. Be upfront about expectations and compensation.
• Value Your Employees: Recognize and reward hard work. Don’t expect people to take on significantly more without fair compensation.
• Invest in Your Workforce: Provide opportunities for training and development. This shows employees you value their growth and are invested in their future.

Jason, you deserve to be valued and compensated fairly. Don’t settle for an “invisible promotion.” Life’s too short to be stuck in a company that doesn’t recognize your worth, so make sure to submit your resume for consideration. Resource Erectors will get your career back on the fast track.

Time to Call Resource Erectors?

If your real-world “Albatross Sand & Gravel” employer isn’t willing to give you the recognition and compensation you deserve, it’s time to explore new industrial horizons. Resource Erectors specializes in placing top-tier talent in the heavy industry, mining, and construction sectors. We understand your value and can find you a company that truly appreciates your skills and experience.

• Looking for a new opportunity? Check out our current job openings: https://resource-erectors.com/jobs/
• Need help finding the right talent for your company? Learn more about our client recruiting services: https://resource-erectors.com/client-recruiting-services/
• Questions? Don’t hesitate to contact us: https://resource-erectors.com/contact/