Why Managers Refuse Developers the Rewards They Deserve

This article explores five reasons why managers refuse to give developers a reward, and what you can take to deal with it.

Summary of key points

• The manager refuses to reward developers for a number of reasons, such as seeing the developer as a future guarantee, being unable to pay rewards, worrying about having to reward other colleagues, thinking that the developer needs to leave to be promoted, or the manager believes that the developer does not Worth rewarding.
• Developers can deal with these situations by establishing connections and allies within the company, understanding their value as a “patriot” or “mercenary”, and developing personal development plans with clear reward guidelines.
• Managers usually avoid direct confrontation on reward issues, as this can lead to legal issues, troubles and troubles. However, developers can ask specific questions to managers about potential pay raises, bonuses, or incentives to get a clear answer.
• If the manager fails to fulfill his or her commitment to rewards, the developer can choose to transfer horizontally within the company or find new jobs. The key is to stay vigilant and strive for fair rewards.

Problem Overview

The harder you work, the less rewards you will receive.

Your colleagues did not do their duty. They work less, but they seem to receive more. You work much harder than the lazy ones on the team, but your manager doesn't seem to care. Is this fair? This is totally unfair

. Worse, this continues to recur whether you stay in your current position or not.

Is your manager a bad person?

Your manager (or boss) is a bad person. Or at least, it's a lingering idea that many developers have when they notice their colleagues exceed them.

Is this true?

Probably, but this is not a problem you can solve. If your boss is a bad person, there is nothing you can do about it. You can't force them to change.

But what if you can

convince them to change?

Okay, that would be a good thing, isn't it? Yes, if you understand why they don't reward you for your hard work, you can change their minds. At the worst, you will know if it's time to find another job. So let's look at five reasons why managers refuse to give developers a reward, and what you can do to deal with it.

Reason 1: You are the guarantee of the future

Your manager may be preparing for promotion or position change. They see you as a necessary part of his success, and they want you to be with them as they climb the company ladder. When they are promoted, you are promoted too.

In their opinion, this is great for job security because it means they think you are very valuable. Unfortunately, this means that if they can do it, they won't let you out of their sight.

This is a difficult situation.

If you question your boss about this, there is a good chance they fire you or punish you in some way. If you know you can have a candid conversation with your boss and will be well accepted, go for it.

What if it doesn't?

There are two ways to solve this problem. The easiest way is to find another job.

What if you can't quit?

The second option is to start building connections and allies in the company. If you can transfer horizontally to other positions or roles within the company, it is best to do this.

Reason 2: They are unable to pay the reward

This is a common question.

Your manager has a specific budget. This budget is usually fixed until the budget is renegotiated in the next fiscal year. For some reason, giving you and your colleagues a raise will put their department over budget.

Of course, your boss can't say that.

If they decide to tell you the truth--they can’t give you a raise--you and your colleagues will leave.

Your manager can't do that.

So they will delay you as much as possible until they can really give you a big raise. Your manager can procrastinate you in a number of ways. For example, they can:

• Give you a salary increase (3% or less) that increases in the cost of living, which is an insult
• Give you cheaper benefits (that is, promise to add 401k payments in the future) to appease you, while they work with the HR department to figure out how much they can give you
• Give you nothing, because you are a patriot, and even if you get nothing, you will stay (more on this later)
• Once they squeezed as much value as possible from you, kicked you out of the company (they had no intention of increasing your salary at all, and would dump you once questioned)
• Give others (cheaper) a raise, hoping that you will receive the same treatment when you hear the news, or you will leave

Most of the time, your manager will never admit that they are unable to pay you the reward.

How will they respond?

It all depends on whether you are a patriot or a mercenary.

According to Gallup and former Nationwide CEO Steve Rasmussen, all employees are "patriots" or "mercenaries."

• Patriots identify with their company. They agree with the company's values ​​and culture. They accepted the company's mission and they are true believers. They are for the long-term plan. They are working for a career that is bigger than themselves.
• Mercenaries tend to focus on personal outcomes. They are good at achieving results, but are usually less involved. Once the situation worsens, they will leave. They are outstanding employees, but they are employed gunmen.

If you are a patriot, managers may be as perfunctory as possible. They know you are a loyal employee, so they don’t have much motivation to do the necessary things to keep you.

They know you won't leave.

If you are a mercenary, you will follow wiifm (what is it good for me?). If you are a superstar employee but also a mercenary, as long as you continue to perform well, management will work harder to keep you. Lack of loyalty is two-way. If you are a mediocre or bad employee, management will simply let you go.

Reason 3: They are unable to pay your colleague's rewards

or they don't want to pay.

If you are a superstar employee (and you are popular), your manager will try to keep you regardless of whether you are a patriot or a mercenary.

Where is your colleague?

If your colleagues are mediocre, management will always place them at the bottom of the reward priority list. They will spend their budget on various things first. They will only reward their mediocre employees when they feel forced. They will wait for cleaning.

These managers will use the triggering incident to lay off employees. Once the economy is recession, downturn or stock price falls, these mediocre developers will be fired.

These developers are mediocre. Rewarding them is too expensive; they may decide to stay.

Today's managers take a subtle approach.

Instead of directly firing your mediocre colleagues and facing improper firing lawsuits, negative public relations or confusing legal actions, it is better to motivate these colleagues to leave on their own terms.

This is a win-win situation.

Reason 4: You have to resign to be promoted

There is a strange concept that spreads: you must "resign to be promoted."

Some managers will not promote their developers unless they are forced to do so for a variety of reasons. How were they forced to do this?

Lily Herman shares details of the new normal in her article on climbing the ladder.

In fact, there is another qualification certificate that can help you climb these ladders faster: the "Minimum Reputation Required" (MRC) principle.

The idea is this: When someone hires you, they want to prove that you will perform well. One way to prove this is, yes, prove that you have been in this field for many years. But another way is to simply prove that you have successfully completed the task elsewhere before—in a place comparable to your target company or just one level lower than your target company. You are actually looking for the minimum experience you need to gain maximum credibility to jump to the next stage of your career. Then, when you reach the next stage, use it as a springboard to reach the higher stage.

Oh!

This is the new normal for many companies. If you are in such a corporate culture, your progress will be limited to a certain extent.

What is your choice?

You keep moving forward. If you are in such a corporate culture, no matter how hard you try to persuade, bargain, or work hard, you will not be able to get the rewards you deserve.

How do you determine if your company agrees with MRC?

Ask your colleagues.

If you see a lot of people being promoted, your company pursues the concept of "up or leaving", or many people are getting a raise, reward, profit sharing, etc., you know that rewards can be achieved .

If they don't have any of these things, you know it's time to leave.

Reason 5: Your manager thinks you are not worthy of the reward

But they are afraid to tell you.

If you are the manager, it will be a very embarrassing situation. Your manager should point you out what you did wrong, but now the company is hesitant to do so because it can bring legal problems, troubles and troubles. Companies with healthy culture will not encounter this problem.

Companies lacking the correct culture, systems and procedures will encounter this problem. The good news is that there is an easy solution.

Personal Development Plan.

You sit down with your manager and ask them the following questions:

Is it possible for me to get a raise, bonus, incentive, etc.?

1. What do I need to do to get/win a raise over the next x months?
2. What help or training can help me achieve my goals?
Your manager's answer will be very inspiring. If their answers are vague, you know there is a problem. If you are a patriot, you can dig deeper and try to negotiate. If you are a mercenary, you can start looking for another job.

What if your manager agrees?

Write the terms so that they can't go back on their word in the future. You can summarize the content of the meeting, write down the content and send it to them later.

In this way, you have a record of the agreement you have reached. Then, go beyond your goals. Do your best to achieve the goals you set.

Your plan should include:

Special goals that make you more valuable to the company

1. Delivery results that will benefit the company (more than your salary)
2. How long does it take to achieve the result you promised?
3. What you need to deliver the results
4. Who will provide what you need to produce results
5. Success indicators and expected benefits or returns to the company
Suppose your manager is busy. Make your plan concise and clear. Don't give them a long and boring story.

Can you see what's going on?

This sets clear guidelines to ensure that “you are not worthy” objections cannot be used legally against you.

What should I do if something goes wrong? Your manager violated their agreement, they were replaced, or you were transferred to another place in the company?

It's very simple.

Keep your promise (if you can do it) and renegotiate with your new manager. If your current manager fails to fulfill their agreement, you can move horizontally into the company or find a new job.

The harder you work, the less rewards you will receive?

If this sounds like your experience, you have many choices. But it all starts with consciousness. If you understand what you are facing, you have the information you need to take action.

Stand up for yourself.

If your colleagues work less, but they receive more, that is unacceptable. If you perform well than the people around you, you deserve a reward. Use this article to guide your negotiations. Choose to stay alert and fight for yourself. You will find managers who desire and are willing to reward you for your hard work.

FAQs about managers, developers and rewards (FAQ)

What is the importance of rewarding developers in a management environment?

Rewarding developers in a management environment is crucial because it can increase their morale, increase productivity, and create a positive working environment. When developers are recognized for their hard work and contribution, they feel valued and appreciated, which in turn inspires them to work better. Rewards can also help retain talented developers and reduce employee turnover.

How does a manager effectively reward their developers?

Managers can effectively reward their developers by providing monetary and non-monetary rewards. Money rewards can include bonuses, salary increases, or stock options. Non-monetary rewards can include recognition, flexible working hours, additional holidays, or professional development opportunities. It is important that managers understand what motivates their developers and adjust the rewards accordingly.

What mistakes does managers make when rewarding developers?

The common mistakes that managers make when rewarding developers include providing cookie-cutter rewards, not recognizing personal contributions, and not aligning the rewards with company goals. Managers should avoid these pitfalls, personalize rewards, recognize personal achievements, and ensure that rewards strengthen the company's goals and values.

How do managers determine what rewards their developers value most?

Managers can determine which rewards their developers value most by conducting surveys, having one-on-one conversations, or by observing. Understanding the factors that motivate each developer can help managers design a reward system that is both meaningful and effective.

Will rewards have a negative impact on developers?

Yes, if handled improperly, the rewards can negatively affect the developer. For example, if the reward is considered unfair, or if the reward creates unhealthy competition among team members, then this can lead to dissatisfaction and productivity decline. Therefore, it is important that managers implement a fair and transparent reward system.

How often should managers reward their developers?

The frequency of rewards can vary depending on the company's culture and resources. However, it is often recommended that managers regularly acknowledge and reward their developer efforts. This can be done monthly, quarterly, or annually.

What role does the feedback play in the reward process?

Feedback plays a crucial role in the reward process. It allows managers to convey their appreciation for the work of developers, provide constructive criticism, and discuss areas for improvement. Regular feedback can also help the manager identify individuals or teams worthy of reward.

How do managers ensure that their reward system is fair and transparent?

Managers can ensure that their reward system is fair and transparent by setting clear reward standards, communicating these standards to their developers, and consistently applying them. They should also be happy to receive feedback and be willing to adjust as needed.

Can rewards help attract and retain talented developers?

Yes, a well-designed reward system can help attract and retain talented developers. Rewards can make the company more attractive to potential employees and can also increase job satisfaction and loyalty among existing developers.

How does a manager strike a balance between rewarding high-performance developers and motivating underperforming developers?

Managers can balance these needs by offering different types of rewards. High-performance developers can receive promotions, bonuses or other high-value rewards. On the other hand, underperforming developers can be motivated by feedback, training, and growth opportunities.

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