Our guidance how to make moving for your job easy.

Moving isn’t easy at the best of times. Moving at the same time as changing your job, or even just changing locations for the same job adds a degree of complexity which makes the whole event even more stressful. There are plenty of websites with guidance on the logistics of moving, but less with specific guidance about how to move with work. So how do you make it less stressful?

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Our guidance how to make moving for your job easy.

Moving isn’t easy at the best of times. Moving at the same time as changing your job, or even just changing locations for the same job adds a degree of complexity which makes the whole event even more stressful. There are plenty of websites with guidance on the logistics of moving, but less with specific guidance about how to move with work. So how do you make it less stressful?

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Our guidance on what to do if you think you’re underpaid.

This cast came out of an email we were sent by a listener. He had recently transferred to a new position and received a standard merit increase. When the company advertised a similar role in a different department, the role was advertised with an additional $5000 in salary. In addition, the listener had spoken to someone who was leaving the company who had been in a similar role and he was making an additional 15%. Our listener was beginning to feel that he’d got a rough deal. The question was, what to do next?

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In this cast, we finish up our conversation on approaching compensation decisions during annual reviews. Listening to last week's show first will help! ;-)

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This cast describes a way to approach compensation decisions during annual reviews.

We're in the last quarter of the calendar year, so effective managers are already thinking about performance reviews for their directs. (We don't agree with delivering all reviews at the end of the calendar year, but we know it's prevalent). When we delivered our podcasts on reviews, we didn't discuss compensation, and this cast we cover it for the first time.

The fact is, the compensation decision is truly separate from the performance analysis that precedes the preparation of the review. Nevertheless, managers often have to deliver the results of both at the same time, so it's prudent to be thinking about compensation in Q4.

If you don't know the bucket theory of compensation, you'll need to listen in.

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