GET EMAIL UPDATES FROM POWERTOFLY
By signing up you accept the Terms of Service and Privacy Policy
BROWSE CATEGORIES
GET EMAIL UPDATES FROM POWERTOFLY
popular

Experts Answer "Two People I Supervise Make More Money Than Me — What Should I Do?" + More

The Women at Work Podcast Shares Actionable Advice on Money, Working in a Male-Dominated Industry, and Finding a Sponsor

Recently I've noticed a bit of a trend (anecdotal evidence alert!) 🚨— I hear more and more folks asking for actionable advice.


Especially when it comes to conversations about women's experiences in the workplace, I've noticed many of my friends, as well as PowerToFly community members and colleague, stop the conversation ten minutes in to say, "But what can we do about?"

As a writer, I'm partial to conversation — I think that dialogue in and of itself is valuable. BUT I also know that talking only gets us so far. We have to pair all that talk with action (even when we desperately need systemic change, we can still do a lot to change and improve our own situations).

So when I read Amanda Kersey's recent article about the Harvard Business Review's Women at Work Podcast, her experience immediately rang true: "When listeners tell us they want something, I pin their requests to the top of our show planning document. A piece of feedback that guided this past season's production was 'more actionable advice.'"

She explained that 3 of their episodes in particular sparked lots of follow-up questions from listeners, so they asked the hosts to share more actionable advice in response to listeners' questions:

So naturally, I wanted to share their advice with our audience here. The questions from listeners and the hosts' responses are summarized and paraphrased below. Be sure to read the full Q&A here, and let us know what types of things you want actionable advice on in the comments below!

6 Questions + Answers with Actionable Advice

Let's Talk About Money: Advice from Amelia Ransom

What should you do if you feel like a new hire oversold their skills and is now being paid more than other people who actually add more value?

  1. Re-evaluate your interview process. It should be designed to catch oversights like these.
  2. Make sure you're being honest with yourself about the expectations for the role and expressing them clearly.

I found out two people I supervise make more money than me. What do I do?

  1. Understand that supervisors shouldn't necessarily make more money than their direct reports. Depending on what you do, the ICs you're managing might actually have a higher value in the marketplace.
  2. "Ask your manager if they are aware of the discrepancy and whether that's intentional.... Just be careful not to draw a conclusion before you do so."
--------

Sponsorship: Defining the Relationship: Advice from Rosalind Chow

How should I thank my sponsor? What's too much or too little?

Think about how much your sponsor has staked their reputation to help you, and then tailor your thank you accordingly. A general "so and so is great" probably doesn't warrant a specific thank you, but if your sponsor introduces you to someone and says you'd be great for [insert job here], that probably warrants a thank you note.

"What happens when your sponsor leaves the company and/or they get pushed out and you become collateral damage?"

  1. Don't limit yourself to a single sponsor! You need to diversify, especially the higher up you get.
  2. If circumstances allow, ask your sponsor to introduce you to someone else at the company who can step up as your sponsor.

--------

When You Work in a Male-Dominated Industry: Answers from Teresa Cardador

"I find it is often assumed that I don't know what I am talking about... How can women effectively establish credibility in new environments without playing into classic negative stereotypes of women who are too assertive?"

  1. "Research suggests that one technique that can work for women is to combine assertive behaviors with more stereotypically feminine behaviors, such as concern and participation."
  2. "Focus on demonstrating good performance rather than asserting your credentials. In time, your good performance will speak for itself."

"How can you tell whether the feedback you're getting is driven by an actual need to adjust your approach or by gender bias (or both)?"

  1. Ask for specific instances of when you are seen as behaving aggressively.
  2. Ask whether/how they see your behavior affecting your performance.
These questions will force whomever is giving you the feedback to confront any biases they have as they seek to explain their position.

--------

What do you think?

Do you agree with their answers? Which topics do you want actionable advice on? Let us know in the comments! ⬇️

popular

How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.

That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.

READ MORE AND DISCUSS Show less
CSL

The Outlook That Helps CSL’s Paula Manchester Invest in Herself and Her Team

If you told Paula Manchester that you weren't good at math, she wouldn't believe you.

"That's a global indictment," she says. "'I'm not good at math' implies that you don't have the ability to nurture that muscle. And then I'd ask what kind of math? There's a lot to math."

READ MORE AND DISCUSS Show less
Afterpay

How Afterpay’s Emma Woods Seeks Out Growth for Herself and Her Team

When Emma Woods decided to take her children out of school for six months and homeschool them while traveling around Australia in a caravan, it wasn't the first time she found a way to balance personal and professional growth. It was just a more extreme version of the types of choices she had been making throughout her career.

Emma started her career in the world of telecommunications, moving from IC to team manager, then to contract positions when she had her children and needed flexible scheduling. Now in her current role as an Engineering Manager at payment platform Afterpay, Emma continues to find ways to manage her personal and professional growth, and her family's well-being.

READ MORE AND DISCUSS Show less

5 Things All Product Managers Should Do for Their Engineers (And Vice Versa)

Tips from SeatGeek's Anuja Chavan

When Anuja Chaven turns on a fan in her house in Jersey City, she can't help but think about how every piece of it works.

"There are an extensive amount of things that have to go perfectly at the same time," says the former engineer (and current product manager at live event ticketing platform SeatGeek).

It was that interest in understanding how things actually worked that drove Anuja to study engineering—first electrical, during her undergrad in India, and then computer science, during her master's program in the U.S.

READ MORE AND DISCUSS Show less
Pluralsight

The Secrets to Balancing Work and Family Life

3 Pieces of Advice from Working Moms at Pluralsight

Being fully committed to work and family is a challenge that many working parents have to take on. It can be exhausting and thankless pursuing a fulfilling full-time career, while taking an active role as a parent. Achieving a healthy balance can help keep you motivated and productive at work, while allowing you to be fully present when you're home.

We recently chatted with working moms at technology skills platform, Pluralsight, about their best advice for striking that elusive work-life balance. Here were their key points:

READ MORE AND DISCUSS Show less
© Rebelmouse 2020