WEBVTT - BA Q&A: Waging War

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<v Speaker 1>A Hey, Hey, va fam, it's Mandra here with your

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<v Speaker 1>first b a Q and A of twenty twenty three

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<v Speaker 1>were I am sad to not have my bestie Tiff

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<v Speaker 1>here in the booth with me, but she will be

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<v Speaker 1>back next week. She is living her best life in

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<v Speaker 1>Kenya right now, so you know we stand her, we

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<v Speaker 1>support her, but we're a little bit jealous. That's all right.

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<v Speaker 1>I hope you guys had a wonderful holiday. I'm gonna

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<v Speaker 1>jump right into some questions because when I tell you,

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<v Speaker 1>I thought, oh, everyone's gonna be taking vacation, and you

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<v Speaker 1>know the baqa email is not going to be popping off.

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<v Speaker 1>Y'all have so many career questions, and y'all know, as

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<v Speaker 1>your resident career expert, I cannot wait to jump into these. So,

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<v Speaker 1>without further ado, it's time for the ba qa. Dang.

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<v Speaker 1>I thought I wasn't gonna sing it, but I'm doing it.

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<v Speaker 1>Why it's time for the va qa. The va qa.

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<v Speaker 1>It's so awkward singing by yourself. Oh I'm hoping that

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<v Speaker 1>y'all are singing in the car ba qa A all right.

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<v Speaker 1>Our first question comes from a listener who'd like to

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<v Speaker 1>be I love this bringing the heat choosing violence A

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<v Speaker 1>listener who would like her pseudonym to be waging war.

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<v Speaker 1>All right, Hey, Mandy and Tiffany, I love the show.

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<v Speaker 1>I have a career question. I'm one year into a

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<v Speaker 1>new job in a new field. During the negotiations for

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<v Speaker 1>this role, I secured a twenty percent increase from my

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<v Speaker 1>previous job. During my performance evaluation this year, however, I

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<v Speaker 1>found out I'm making the twentieth percentile for this role

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<v Speaker 1>and job title with my company. My review was very

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<v Speaker 1>good and the annual bonus was about ten percent, but

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<v Speaker 1>I can't shake the thought that I'm being underpaid. I'm

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<v Speaker 1>a black woman in stem My manager views the range

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<v Speaker 1>as an opportunity to grow, with lots of room for raises.

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<v Speaker 1>How do you view a salary range? Does a twentieth

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<v Speaker 1>percentile mean I'm being underpaid? I was very underpaid in

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<v Speaker 1>my last role. I thought I was finally closing the

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<v Speaker 1>wage gap, but I'm no longer sure. I have a

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<v Speaker 1>PhD and manage the product safety of a multi billion

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<v Speaker 1>dollar iconic company. I frequently work long hours and go

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<v Speaker 1>beyond my core duties because I'm so new and i'd

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<v Speaker 1>like to get up to speed. Am I overthinking the

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<v Speaker 1>meaning of a salary scale. All right, waging War, I

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<v Speaker 1>am really happy that you sent this question. Is you

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<v Speaker 1>know the first thing that came to mind for me

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<v Speaker 1>is why would they tell you in your performance review

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<v Speaker 1>that you're in the And here's the thing we're missing

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<v Speaker 1>a keyword here. Did they say you were in the

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<v Speaker 1>top twentieth percentile or the bottom twentieth percentile? As a mama,

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<v Speaker 1>every time I go the doctor with my toddler, they're like, oh,

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<v Speaker 1>he's in the ninety ninth percentile for height or you know,

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<v Speaker 1>sixtieth percentile for weight. It's a way of sort of

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<v Speaker 1>measuring where you stand among your peers. But they're missing

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<v Speaker 1>that like top or bottom. If you're in the top

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<v Speaker 1>twentieth percentile, that means that you're making more moneyed a

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<v Speaker 1>eighty percent of your peers with that job title or

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<v Speaker 1>similar job titles. So that's good. And I'm wondering if

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<v Speaker 1>they wanted to bring that up in an interview, I mean, sorry,

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<v Speaker 1>in your annual review, I feel like they probably meant

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<v Speaker 1>you're in the top twentieth Like why else would they

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<v Speaker 1>want you to know, like you're in the body, you're

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<v Speaker 1>in the bottom twentieth percentile for this role. I don't know.

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<v Speaker 1>It's hard because I don't I can't follow up with you,

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<v Speaker 1>but I'll play it both ways. So let's say it

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<v Speaker 1>was a misunderstanding and maybe you just need to have

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<v Speaker 1>a regroup conversation with your manager and say, hey, ever

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<v Speaker 1>since my annual review, and by the way, thank you

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<v Speaker 1>for the wonderful feedback. I am loving the job and

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<v Speaker 1>loving getting to learn, but something was confusing to me

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<v Speaker 1>and I wanted to get some clarification. When you said

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<v Speaker 1>I'm in the twentieth percentile for salary for this role,

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<v Speaker 1>did you mean the top twentieth percentile or the bottom

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<v Speaker 1>twentieth percentile. If I'm in the bottom twentieth percentile, I

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<v Speaker 1>find that pretty upsetting, and I find it concerning. Maybe

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<v Speaker 1>use the word concerning instead of upsetting. I find it

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<v Speaker 1>concerning because of the value I'm bringing to the role,

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<v Speaker 1>and I don't want to feel like I'm being underpaid.

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<v Speaker 1>So let's give them a chance to clarify. Now. If

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<v Speaker 1>they end up saying, yes, in fact, you are in

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<v Speaker 1>the bottom twentieth percentile for the role, there's a good

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<v Speaker 1>indication that when you were hired for some reason, they

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<v Speaker 1>saw your skills as being you know, maybe on the

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<v Speaker 1>lower end of people with this job title, peers comparables

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<v Speaker 1>and other people with similar roles. It could be because

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<v Speaker 1>of the number of years of experience you had or

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<v Speaker 1>certain training you have. So and I want you to understand,

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<v Speaker 1>Like as a hiring manager myself, when I was managing

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<v Speaker 1>a big team, we did talk about percentiles. So when

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<v Speaker 1>I would have a conversation with our compensation team, for example,

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<v Speaker 1>and I wanted to have them review a couple of

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<v Speaker 1>employees who had similar roles but different levels of experience,

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<v Speaker 1>and I wanted to be sure that they were being

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<v Speaker 1>paid like commensurate with their experience, because when you look

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<v Speaker 1>at their job title, you'd think, oh, they should make

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<v Speaker 1>the exact same. But some many companies consider your experience

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<v Speaker 1>and all of that when you when they determine where

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<v Speaker 1>do you fall in this range. So let's say the

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<v Speaker 1>salary range is seventy five to eighty five thousand dollars.

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<v Speaker 1>The person who has five years of experience may be,

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<v Speaker 1>you know, at eighty three eighty four top of that range,

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<v Speaker 1>and someone who's got a year or two of experience

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<v Speaker 1>may find themselves making seventy seven seventy eight at the

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<v Speaker 1>lower end of that range with room to grow, you know.

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<v Speaker 1>So the fact that your manager mentioned there's opportunity to

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<v Speaker 1>grow with room for raises, you know, that's given me

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<v Speaker 1>the sense that whatever they did to assess your experience

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<v Speaker 1>and where you would fall within that range, they determined

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<v Speaker 1>you have room to grow within this role, and so

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<v Speaker 1>we're going to start you at the lower end of

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<v Speaker 1>this role and give you that room to grow. I

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<v Speaker 1>don't think it's sounds particularly nefarious. This is pretty common,

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<v Speaker 1>and it's how a lot of compensation teams and companies

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<v Speaker 1>sort of view salaries. Now, you may take issue with

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<v Speaker 1>it because you're like, well, shit, I don't want to

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<v Speaker 1>start out at the bottom, Like we don't want to

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<v Speaker 1>start at the bottom all the time. And I don't

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<v Speaker 1>necessarily know how many years of experience you had before

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<v Speaker 1>this role. But I definitely think it's worth, you know,

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<v Speaker 1>having that frank discussion with your manager and if it

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<v Speaker 1>ends up being yes, you're at the lower end of

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<v Speaker 1>this pay range, what can you expect in terms of

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<v Speaker 1>compensation increases in the years ahead, And if it just

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<v Speaker 1>does not feel good to you, I mean it sounds

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<v Speaker 1>like you really like the role and you dig it

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<v Speaker 1>a twenty percent race from your last job, so you

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<v Speaker 1>know you're quitting your way up baby, and I love that.

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<v Speaker 1>But you kind of have to decide for yourself. And

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<v Speaker 1>one of the best ways you can decide am I underpaid?

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<v Speaker 1>You know, other than asking your colleagues with similar experience

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<v Speaker 1>what they're making, is still being open to taking interviews

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<v Speaker 1>with US firms. And it sounds like you're in a

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<v Speaker 1>pretty If you're working for a multi billion dollar iconic company,

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<v Speaker 1>chances are you put that on your LinkedIn page, you're

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<v Speaker 1>probably getting reached, you know, outreach from recruiters. So I

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<v Speaker 1>would take those interviews and find out, with your level

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<v Speaker 1>of experience what the compensation is looking like. And if

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<v Speaker 1>you happen to get to the point where you've either

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<v Speaker 1>got you know, enough data, like a couple of jobs

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<v Speaker 1>have offered you significantly or not offered you even but

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<v Speaker 1>a couple of recruiters have told you the ranges are

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<v Speaker 1>significantly higher than you know what you're making. Now you

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<v Speaker 1>can bring that back to your manager and say, you know,

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<v Speaker 1>I love working here, but I have to be honest.

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<v Speaker 1>Recruiters have been reaching out to me, and it looks

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<v Speaker 1>like I'm underpaid for the market you know, the current

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<v Speaker 1>market rate for my role, and you can bring that

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<v Speaker 1>up in a like really you know, really calm and professional,

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<v Speaker 1>you know way, and keep it conversational. And then if

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<v Speaker 1>you ultimately do get a competing job offer, then of

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<v Speaker 1>course you could bring that to them and say, hey,

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<v Speaker 1>I really like working here, but as we've discussed about

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<v Speaker 1>my compensation, I've had some concerns about being underpaid. I've

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<v Speaker 1>got this other offer on the table. I would love

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<v Speaker 1>to stay here. I really want to stay here, but

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<v Speaker 1>I can't ignore the fact that I don't believe I'm

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<v Speaker 1>being paid, you know, the market rate for my skill set.

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<v Speaker 1>And then you know, let the conversation go from there.

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<v Speaker 1>So I'll leave it there. I hope that that was

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<v Speaker 1>like insightful and helpful for you course, sort of understanding

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<v Speaker 1>the thought process behind how managers and compensation teams sort

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<v Speaker 1>of put employees on that salary range scale. What I

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<v Speaker 1>like about it is it sounds like they have been

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<v Speaker 1>putting thought into this and there's a method to their

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<v Speaker 1>madness for sort of how they're determining where people fall.

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<v Speaker 1>And the last thing I'll say is, as a manager, myself.

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<v Speaker 1>I liked having people who were in a growth role,

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<v Speaker 1>you know, because for me, if you have enough to

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<v Speaker 1>sink your teeth into, you're going to be more likely

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<v Speaker 1>to stick around and feel like you are like learning

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<v Speaker 1>new things. And just like you said, you know, you're

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<v Speaker 1>learning new things and getting up to speed. So I

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<v Speaker 1>would look at it as a growth opportunity and be

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<v Speaker 1>happy that you got that increase. But don't get it twisted.

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<v Speaker 1>Always keep your eyes open to what the market is

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<v Speaker 1>telling you your worth. And the easiest way to do

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<v Speaker 1>that is by staying open to interviews and keeping your

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<v Speaker 1>eyes and ears open to what salary ranges are posted

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<v Speaker 1>for similar roles at other companies. Okay, so it was

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<v Speaker 1>a long answer, But to recap, I think you're because

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<v Speaker 1>you're confused. I would just have like a regroup with

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<v Speaker 1>your manager and just say hey again, thank you so

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<v Speaker 1>much for the great feedback. There was something that was

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<v Speaker 1>said during my review that really threw me for a

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<v Speaker 1>loop or left me a little bit confused. I'd love

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<v Speaker 1>if you could clarify it for me and then ask

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<v Speaker 1>them what they really meant by that whole twentieth percentile thing.

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<v Speaker 1>Is a top as a bottom? And then what sort

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<v Speaker 1>of thought process went into that, and they may be

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<v Speaker 1>able to reassure you that you know you're on the

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<v Speaker 1>right track and all that jazz. But thank you so

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<v Speaker 1>much waging war. I'm thinking now your pseudonym is a

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<v Speaker 1>little more intense than your question was. But I don't

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<v Speaker 1>feel like you have a war to wage here. I

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<v Speaker 1>think that you know, it's just about having that frank

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<v Speaker 1>discussion with your manager, which can be awkward, but believe me,

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<v Speaker 1>just get it cleared up so that you're not, you know,

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<v Speaker 1>agonizing over it and being left to wonder where you stand.

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<v Speaker 1>All right, Okay, let me take a little break and

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<v Speaker 1>I'll be back with another of y'all's juicy career questions.

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<v Speaker 1>Okayba fam, let's go. We have another juicy career question

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<v Speaker 1>from listener Julieta, or maybe Julieta. I want to be

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<v Speaker 1>sure I'm pronouncing it right. And they have a very

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<v Speaker 1>interesting question and one that I am starting to get

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<v Speaker 1>more and more from the women that I coach through

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<v Speaker 1>my career coaching practice. To Lego, Juliette says, I'm currently

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<v Speaker 1>working at a large tech slash media, slash entertainment firm

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<v Speaker 1>and I'm looking for opportunities at other companies where I

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<v Speaker 1>have a better chance for upward mobility. I've been here

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<v Speaker 1>for four years. I have seen amazing positions at companies,

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<v Speaker 1>but I don't respect them, companies like Facebook, Amazon, Tesla.

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<v Speaker 1>So how do I reconcile my need for career advancement

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<v Speaker 1>and my activist heart which bristles at the thought of

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<v Speaker 1>working there? Thank you in advance. Please keep my current

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<v Speaker 1>company name censored. I got you girl, all right, Julieta, Julieta,

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<v Speaker 1>let's talk, so the listen. It's it's tough because at

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<v Speaker 1>the end of the day, a lot of private sector

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<v Speaker 1>companies are just they leave a lot to be desired,

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<v Speaker 1>you know, Like I've got coaching clients who work at

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<v Speaker 1>big banks that have done horrible things, and you know,

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<v Speaker 1>at the end of the day, we got to get paid, right.

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<v Speaker 1>But I do believe that you can find a place

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<v Speaker 1>where you have opportunities for advancement and you are proud

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<v Speaker 1>of the company that you work for and their ethos.

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<v Speaker 1>It just means that you're going to be a little

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<v Speaker 1>bit pick here. So what I would say is, if

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<v Speaker 1>you do not respect those firms Facebook, Amazon, and Tesla,

0:11:53.720 --> 0:11:56.360
<v Speaker 1>don't apply there, don't apply there. I mean, you've got

0:11:56.400 --> 0:11:58.920
<v Speaker 1>a great brand name. I can see that's going to

0:11:58.960 --> 0:12:01.640
<v Speaker 1>be on your resume all ready, and I think any

0:12:01.720 --> 0:12:03.680
<v Speaker 1>firm would be happy to have you with that experience

0:12:03.720 --> 0:12:06.080
<v Speaker 1>that you've got there. So I would just say, be

0:12:06.200 --> 0:12:08.600
<v Speaker 1>true to your gut. You know you can, and just

0:12:08.640 --> 0:12:12.120
<v Speaker 1>tell yourself this, you can find a role that has

0:12:12.200 --> 0:12:16.160
<v Speaker 1>opportunities for advancement and that also is doing good in

0:12:16.200 --> 0:12:19.120
<v Speaker 1>the world or at least gives you an opportunity to

0:12:19.160 --> 0:12:22.520
<v Speaker 1>make an impact. Now, I would open you up to

0:12:22.559 --> 0:12:26.040
<v Speaker 1>the idea of, for example, a lot of big firms,

0:12:26.120 --> 0:12:29.000
<v Speaker 1>not necessarily just in tech, but a lot of private

0:12:29.040 --> 0:12:33.800
<v Speaker 1>companies or public companies, they have corporate social responsibility teams

0:12:34.840 --> 0:12:37.320
<v Speaker 1>what's the other word for these, like or foundations that

0:12:37.360 --> 0:12:41.400
<v Speaker 1>they that they run like philanthropic endeavors. And you may

0:12:41.440 --> 0:12:44.480
<v Speaker 1>be happy, you know, joining a company that maybe is

0:12:44.520 --> 0:12:48.480
<v Speaker 1>not in your mind like the best, but working for

0:12:48.520 --> 0:12:50.760
<v Speaker 1>a team at that firm who's going to put all

0:12:50.800 --> 0:12:54.840
<v Speaker 1>those billions of dollars to really good use. So, like

0:12:55.120 --> 0:12:58.800
<v Speaker 1>I mean, would you rather make an impact and help

0:12:58.840 --> 0:13:01.800
<v Speaker 1>a company, you know, use their dollars and use their

0:13:01.880 --> 0:13:04.960
<v Speaker 1>technology and their products for good and have a role

0:13:05.000 --> 0:13:07.520
<v Speaker 1>in that. Like maybe that's what you should you know,

0:13:07.679 --> 0:13:11.240
<v Speaker 1>consider as well. And just because you have an activist heart,

0:13:11.360 --> 0:13:14.040
<v Speaker 1>like I know, people think, Okay, I want to you know,

0:13:14.240 --> 0:13:15.680
<v Speaker 1>do something good in the world. I got to go

0:13:15.720 --> 0:13:19.600
<v Speaker 1>work for a nonprofit. Like nonprofits are great, I will say,

0:13:19.640 --> 0:13:22.160
<v Speaker 1>they can be just as toxic as big, you know,

0:13:22.240 --> 0:13:25.480
<v Speaker 1>big bad companies. So don't get it. Don't don't don't

0:13:25.520 --> 0:13:28.280
<v Speaker 1>think that it's you know, going to be all rainbows

0:13:28.280 --> 0:13:30.920
<v Speaker 1>and sunshine in the nonprofit world. But it's not your

0:13:30.960 --> 0:13:35.319
<v Speaker 1>only option, you know. And as you head into your interviews,

0:13:35.320 --> 0:13:38.560
<v Speaker 1>which I hope you have been interviewing different places, keep

0:13:38.559 --> 0:13:41.280
<v Speaker 1>in mind what is important to you about a company's

0:13:41.559 --> 0:13:44.240
<v Speaker 1>you know, work, and what is it about these other

0:13:44.280 --> 0:13:46.520
<v Speaker 1>companies that give you the ick? And what are you

0:13:46.640 --> 0:13:49.120
<v Speaker 1>actually looking for in a new firm. Is it the

0:13:49.240 --> 0:13:51.440
<v Speaker 1>amount of philanthropic work that they do. Is it how

0:13:51.440 --> 0:13:55.840
<v Speaker 1>they treat their employees? Is it the diversity and inclusion efforts?

0:13:55.880 --> 0:13:58.400
<v Speaker 1>Are they actually doing them? Like and ask those questions

0:13:58.880 --> 0:14:01.320
<v Speaker 1>during the interview process so you can start weeding out

0:14:01.360 --> 0:14:04.920
<v Speaker 1>people or weeding out companies that don't meet your expectations.

0:14:05.360 --> 0:14:07.720
<v Speaker 1>The good news is that You've got a sweet job

0:14:07.800 --> 0:14:10.800
<v Speaker 1>right now at a great company. So I would say

0:14:10.880 --> 0:14:12.679
<v Speaker 1>this is the perfect time for you to be out

0:14:12.679 --> 0:14:15.120
<v Speaker 1>there playing the field and seeing what other options are open.

0:14:15.679 --> 0:14:18.720
<v Speaker 1>And you have the opportunity to be picky right because

0:14:18.720 --> 0:14:22.080
<v Speaker 1>you've got a paycheck coming in, So take advantage of that.

0:14:22.440 --> 0:14:26.200
<v Speaker 1>Be picky, be choosy, and find a firm that feels

0:14:26.200 --> 0:14:28.000
<v Speaker 1>good to you and also is going to give you

0:14:28.000 --> 0:14:30.480
<v Speaker 1>the opportunity to make an impact and grow in your

0:14:30.520 --> 0:14:34.040
<v Speaker 1>career because you deserve that just as much. Please, please,

0:14:34.640 --> 0:14:37.720
<v Speaker 1>don't think that you should have to work for somewhere

0:14:37.840 --> 0:14:40.040
<v Speaker 1>because they have a good cause or they do good work,

0:14:40.480 --> 0:14:44.240
<v Speaker 1>and sacrifice your own career advancement, happiness, well being, pay

0:14:44.440 --> 0:14:47.240
<v Speaker 1>all of that for the greater good. No, no, no, no, no,

0:14:47.640 --> 0:14:52.400
<v Speaker 1>we it's not selfish. It's not bad to want to

0:14:52.560 --> 0:15:00.120
<v Speaker 1>have a successful and fruitful and meaningful career and also

0:15:00.120 --> 0:15:02.720
<v Speaker 1>too get to make an impact through the work that

0:15:02.720 --> 0:15:05.240
<v Speaker 1>you're doing. You can have it both ways. Okay, that's

0:15:05.240 --> 0:15:09.240
<v Speaker 1>what we gotta believe, all right, Julieta or Julieta, thank

0:15:09.280 --> 0:15:11.320
<v Speaker 1>you so so much for your question. Hey, y'all, if

0:15:11.320 --> 0:15:13.800
<v Speaker 1>you want to be featured on the ba QA hit

0:15:13.880 --> 0:15:16.800
<v Speaker 1>us up. You can email us directly Brannanmbission Podcast at

0:15:16.840 --> 0:15:20.280
<v Speaker 1>gmail dot com. You can also slide into our dms

0:15:20.360 --> 0:15:24.000
<v Speaker 1>on ig like Miss Julieta here and we are a

0:15:24.160 --> 0:15:27.360
<v Speaker 1>Brown Ambision podcast on ig And don't forget we have

0:15:27.400 --> 0:15:31.400
<v Speaker 1>a website, Brandanmissionpodcast dot com. Submit your questions, check out

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<v Speaker 1>past episodes, Buy some ba swag. Y'all know we got swag.

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<v Speaker 1>Sign up for our weekly newsletter all the good stuff

0:15:38.760 --> 0:15:42.640
<v Speaker 1>at Brannanmission podcast dot com. All right, happy, Happy New Year.

0:15:43.240 --> 0:15:45.000
<v Speaker 1>It's so good to be back with y'all and I

0:15:45.080 --> 0:15:48.360
<v Speaker 1>will see y'all next week. Back with my podcast bestie

0:15:48.400 --> 0:15:51.120
<v Speaker 1>Tiffany in the hot seat. Have a great rest of

0:15:51.160 --> 0:15:54.400
<v Speaker 1>your week. Bye, Hey, ba fam. We could not do

0:15:54.480 --> 0:15:57.000
<v Speaker 1>this show without your support or the support of our

0:15:57.040 --> 0:16:00.480
<v Speaker 1>team behind the scenes. The Brown Ambision Podcast is produced

0:16:00.480 --> 0:16:04.400
<v Speaker 1>by Cumulus Podcast Network. It's edited by the wonderful Imani

0:16:04.440 --> 0:16:08.400
<v Speaker 1>Crosby and produced by Tanya Bustos. Dennis Stimplinsky is our

0:16:08.400 --> 0:16:11.720
<v Speaker 1>in house tech curu, and I am Bandy Woodard Santos

0:16:11.760 --> 0:16:14.560
<v Speaker 1>your co host, and I will see y'all next week.