The Little Moon Residence

The increase in the paychecks over last year is a good news story for those of us who hold on to our jobs. We know that there are more and more jobs in the pipeline, and we know that we are getting more paychecks. But the question that has come to mind is where do we get our raise? It may not be just about money, but it may be about feeling like we are valued and respected for who we are.

I find this to be an excellent time to talk about how we value work. As an employee I’ve noticed how the value of the work I do is often tied to both the size of my hourly wage and my own perceived value. As a manager I’ve noticed how my own perceived value is also tied to how much my employees value my service. One of the ways we are able to measure our value to others is to calculate the percentage of employees that are on salary.

This is an important part of what I do for my company. Because I work on a commission basis, the percentage of employees on salary is tied to the overall compensation of the company. However, because I work on a voluntary basis, it is possible for some employees to leave at any time without having their salary affected. As a result, it is important for me to keep track of this information. This is why I created a spreadsheet that allows me to do this.

The chart below shows the salaries for my employees for the year 2015. The first three rows show the salaries of my top-level employees. The next three rows show the salaries of my middle-level employees. The last three rows show the salaries of my bottom-level employees.

As you can see, my top-level employees have salaries that are lower than the salary range for my mid-level employees. My middle-level employees have salaries that are higher than the salary range for my bottom-level employees. This is because my middle-level employees are the ones who do the grunt work and are paid the most for their work. And because I treat my middle-level employees as equals, they are allowed to leave for any reason without losing their salary.

If I had a boss who treated his employees like that, I’d have a serious problem. But there you go.

Of course, there are always exceptions. Sometimes I hire a middle-level employee. Sometimes I hire a lower-level employee. But no matter how I do it, the pay my middle-level employees get is way more than the pay I get for my middle-level employees. I think it’s safe to say that if I had a boss who treated his middle-level employees like that, I’d be pretty unhappy, too.

As any good manager knows, there are no good ways to do all this work. But there are a few different things you can do to change your employees’ perception of their pay. You can say that you are going to do some changes and then you wait until the first day of the year. Then you go to your employees and tell them that they won’t see any pay raises for 2015.

I’ve heard a few managers talk about this before. A few years ago, the company I worked for had a manager who basically said, “I’m going to raise your pay by a dollar.” She did this to her employees to make them feel good. Not once did this manager ever mention that she was going to raise their pay in 2015. It wasn’t until she got up to her first day of work that she did mention it.