Many years ago I worked for a mental health clinic that employed a variety of professionals, including two social workers. When annual raises were announced, one of the social workers, Anne, had received a larger raise than the other one, Judy.
Judy was annoyed at the disparity, so she went to the Medical Director to ask for the reason. Dr. Frank explained that both women were doing a good job with their clients. But in addition to her day work, Anne was very involved in the community, representing the clinic at evening events and serving on some community boards, while Judy was not engaging in those activities. Anne’s visibility and contribution to the community reflected well on the clinic, and so she was rewarded for her commitment.
I don’t know whether Judy was satisfied with this explanation. But it is to Dr. Frank’s credit that he was willing and able to provide a clear explanation for the difference in the two raises. Too often that is not the case. Too many organizations have a “trust us” approach, where decisions about promotions and raises are made in a “black box” with no clear rationale.
