Germaine Samuels’ Post

2020: A junior employee is given more responsibilities after a senior team member leaves, with the promise of "learning opportunities" and "future rewards." 2021: The employee handles critical projects successfully but receives only verbal recognition, with no financial or title adjustment. 2022: The company hires a new senior team member at a significantly higher salary, who ends up relying on the junior employee for guidance. 2023: The junior employee requests a promotion, but the manager says, "We need to see more leadership from you before we can justify a raise." 2024: The employee accepts a leadership role at another company with a competitive salary. Manager: "Let’s discuss your future here." Employee: "I’ve already found a better place" Insight: Recognize and compensate talent before they find appreciation elsewhere. #jobsearch

2020: A junior employee is given more responsibilities after a senior team member leaves, with the promise of "learning opportunities" and "future rewards." 2021: The employee handles critical projects successfully but receives only verbal recognition, with no financial or title adjustment. 2022: The company hires a new senior team member at a significantly higher salary, who ends up relying on the junior employee for guidance. 2023: The junior employee requests a promotion, but the manager says, "We need to see more leadership from you before we can justify a raise." 2024: The employee accepts a leadership role at another company with a competitive salary. Manager: "Let’s discuss your future here." Employee: "I’ve already found a better place" Insight: Recognize and compensate talent before they find appreciation elsewhere. #jobsearch

Turning obstacles into opportunities—and pay raises! As you advance in the corporate world, it becomes increasingly crucial to master problem-solving skills. Those who excel in this area are often the ones who receive recognition, promotions, and salary increments. To stay competitive and stand out, it's essential to continuously refine and enhance your abilities in key areas of expertise. Here are the key pointers: 1. Master Problem-Solving: As you progress, problem-solving becomes a critical skill expected of you in corporate environments. 2. Drive Recognition: Those who excel at solving complex challenges are the ones who earn promotions, recognition, and salary increments. 3. Continuous Improvement: Constantly refining and enhancing your skills keeps you competitive and ensures you stay ahead. 4. Develop Core Competencies: Focus on building expertise in areas that directly impact business outcomes. 5. Be Proactive: Anticipate challenges and offer innovative solutions before problems escalate. 6. Adaptability: Learn to adapt to new tools, technologies, and business needs to remain relevant. 7. Collaboration: Work effectively with teams to solve problems faster and more efficiently. 8. Leadership in Crisis: Showcase your ability to lead and make decisions when faced with critical issues. Climbing the corporate ladder one solved problem at a time—no cape needed! video doesn't relate to me credit goes to the person who made it. #ProblemSolver #CorporateClimber #CareerUpgrade #SolutionSavvy #WittyWisdom #SuccessMindset #ChallengeAccepted #WorkplaceWarrior #ClimbingTheLadder #InnovateAndElevate

Turning obstacles into opportunities—and pay raises! As you advance in the corporate world, it becomes increasingly crucial to master problem-solving skills. Those who excel in this area are often the ones who receive recognition, promotions, and salary increments. To stay competitive and stand out, it's essential to continuously refine and enhance your abilities in key areas of expertise. Here are the key pointers: 1. Master Problem-Solving: As you progress, problem-solving becomes a critical skill expected of you in corporate environments. 2. Drive Recognition: Those who excel at solving complex challenges are the ones who earn promotions, recognition, and salary increments. 3. Continuous Improvement: Constantly refining and enhancing your skills keeps you competitive and ensures you stay ahead. 4. Develop Core Competencies: Focus on building expertise in areas that directly impact business outcomes. 5. Be Proactive: Anticipate challenges and offer innovative solutions before problems escalate. 6. Adaptability: Learn to adapt to new tools, technologies, and business needs to remain relevant. 7. Collaboration: Work effectively with teams to solve problems faster and more efficiently. 8. Leadership in Crisis: Showcase your ability to lead and make decisions when faced with critical issues. Climbing the corporate ladder one solved problem at a time—no cape needed! video doesn't relate to me credit goes to the person who made it. #ProblemSolver #CorporateClimber #CareerUpgrade #SolutionSavvy #WittyWisdom #SuccessMindset #ChallengeAccepted #WorkplaceWarrior #ClimbingTheLadder #InnovateAndElevate

A simple message can reach and inspire millions.

Manager: We've decided to promote you to the position of Senior Manager, but there won't be any increase in your pay. Employee: With added responsibilities, shouldn’t there be an adjustment to my compensation? Manager: Not at this time. The promotion is largely about recognition and the opportunity to lead. Employee: I will have to reconsider. — Growth is not just about titles. It’s about continuous learning, the chance to create impact, and yes, fair compensation. Just as a tree can’t thrive in poor soil, a career can't flourish without the right conditions. - Fair pay is important. - Learning is important. - Growth is important. - Respect is important. Don’t settle for less under the guise of a promotion. You deserve growth in every aspect. Remember, a promotion without a pay raise is not a promotion. At our career coaching business, we don’t just help you climb the ladder, we make sure it's leaning against the right wall. Is it time to level up? #careerdevelopment #knowyourworth #levelup #careercoaching

Happy Friday! We just wrapped up another amazing live Career Accelerator Q&A 🔥 Jeremy Kopek, my COO, and I covered incredible questions including... "How to negotiate an offer beyond salary?" "How can I show my leadership team I'm ready to take on a people manager role?" "I'm fine presenting to my boss and team but get super nervous when presenting to my executives. Any advice?" And more! Check out the full replay here. We know it's tough out there and we are here to remove that guesswork for you. See you back here next Friday at 12 PM ET / 9 AM PT! #career #careeracceleration #careerdevelopment #peakperformance

Dear Companies, Your high salary scale will not save you from a toxic work culture. (Read that again) You’ll watch your best, highest paid talent leave and you’ll think they were ungrateful. You will see communication and collaboration dwindle to cordial pleasantries. Productivity will slow. eNPS will fall. Engagement tanks. CSAT assessments will tell the story. It may be a slow decline (or sometimes it happens quite quickly in the context of strategic planning periods). It’s a long, intentional road to cultural transformation and all the learning tells us it takes 3-5 years. But with the seeds of strategy, systems and support, watered with consistency, patience and massive effort, we can get there. Let’s get to work! Your friendly neighbourhood Consultant Raphael Saul #leadership #change #culture #business #motivationalspeaker #keynotespeaker #consultant

A common promotion mistake: offering titles and responsibilities. This is why There's a common misunderstanding that a promotion automatically means a bigger, fancier title. However, many overlook the fact that it also comes with increased responsibilities. Sometimes, employees are simply looking for a higher salary to match their performance, without necessarily wanting the additional duties that come with a promotion. I've seen scenarios where individuals pursue performance or title bumps without fully grasping the new responsibilities they'd be taking on. This is a mistake made by both employers and employees – either pushing for or accepting roles that may not align with the employee's true strengths and preferences. If an employee feels content in their current role and excels at their responsibilities, a salary increment might be a more suitable recognition of their contributions, rather than a promotion that could overload them with tasks they're not well-suited for. #promotions #roles #growth

Which aspect of Reward do you think is most important for top talent? Dennis Paalman reckons that Reward can't retain talent… Controversial? Maybe. But Dennis says, "They're not interested in a 3% salary increase. They are interested in a career; in projects where they can expose themselves to senior leaders to show how good they are." You need to watch the whole video to understand why we should focus on the 'Mighty Middle' and facilitate the development path instead. https://lnkd.in/eDa3eTGn