so just just some pretext: I went to interview for a an established chain restaurant for the role of night manager with the possibility of becoming the general manager. Housing prices of the area in northern utah and rent puts the average cost well above $1700 so wage offered is of concern for any job as one must be able to financially support themselves for the area they live in.
I am a male, 34, with a Bachelor of Social Science (Criminal Justice officially but minored sociology with emphasis towards human behavior and interactions,) having graduated with a GPA of 3.89, with over 15 years combined work staffed as hotel night audit, retail big box in various positions, manufacturing, and restaurant industry under my belt (where when i was not in school i was working or doing something to pay the bills or expand my skills and knowledge).
I was offered the job under the condition that i would be a new employee with a “training wage” of $15.00 with a “possibility” (not guaranteed nor contract) under review after 3 months to be promoted to night manager and be offered $18.00. The catch of all this is that starting wages for new employees is set at $9.00-$12.00 and thus was asked not to disclose any of these discussions of wage or promotions with any of the co-workers or future employees with the quoted term, keep it “hush hush” under the belief that it would cause resentment.
This past weekend i have thought long and hard on the offer and ended up writing a letter that i plan to turn in this week regarding my rejection of the offer and why. To that end i would like insight from those of similar situation to offer feedback and their own thoughts on this situation.
“content of letter below “
I want to first thank you for the time, the kindness, and opportunity you have given me towards the possible path of a future working together. It does not come easy to write this as I do believe many of our values and beliefs align. However, there are a few elements to which I can’t abide by that was asked as part of the job offer.
In the phone conversation it was presented that the amount and knowledge of the offered wage was to be kept “hush-hush”. This in conjunction with the intent, as I understand it, where I would play the role of an ordinary entry level employee for three months upon which review and possible promotion to night manager would be offered, was to be withheld from all other co-workers: with the belief that resentment would arise from the co-workers should this information be brought to light and their attention.
It is my belief however that the withholding of this information could be far more damaging to the trust and morale of coworkers and possible future workers then the truth itself regarding wages and negotiations. If fear of resentment and retaliation over wage discrepancy amongst employees is believed would occur should that information come to pass, then there is a far greater underlying issue going on that needs to be addressed. If I were to start under these pretenses, then the foundation of trust and loyalty of which I would attempt to create with those I work with and would eventually be managing would have been built atop a rocky foundation.
This is especially true of the younger generations as their aspirations and impressions of the workforce and of companies concerning transparency, trust, and personal value are vastly different from the previous. Long gone are the days where the standard grind of the 40-hour a week job could provide one to be financially independent in this community, as in to pay for one’s rent, food, and livelihood, as now they see they must rely on outside sources to supplement their income should they wish to simple survive.
This in turn alters their behavior and perceptions of the work they perform, or work they apply for, thus resulting in the behavior you had mentioned to me in that there was less care and respect given for assigned duties and responsibilities as indicated from unfinished tasks and leftover work being set aside for other staff. If pay is insufficient of enticement to meet their financial needs and thus to retain and recruit workers, as you mentioned difficulty as of recently, then true opportunities for the acquisition of skills, education, and recognition of one’s value and accomplishments in the company must be presented and offered upfront as the incentive to come and work for the company with the understanding they would eventually take with them these skills when they do leave.
If the intent is that I have the qualities, skills, and knowledge that can be offered to help the business grow in these new times within these changing generational and workforce shifts and to impart those things unto the existing and future employees then I believe it must be presented from the start. As I imagine from their perspective to do otherwise: to have a “new employee” be hired on under the guise of fellow worker of comparable wage only later to be promoted within a short time would unquestionably brood resentment because the truth of the situation was never revealed.
Honesty and transparency are at the core of my values, and I believe an old paraphrasing of a statement that I learned from some of my greatest mentors was that for an employee to invest in the company the company must invest in their employees: to this I believe it includes the transparency of what is offered to and what takes place within the company. Deception and half-truths will seed mistrust and misgivings towards their perceived value and place within the company.
Is there possibility of changes to come in the future and things to change: of course I believe that. But in the current moment I believe my path lies elsewhere. It is on this I must decline the offer at this time to come work for you. I wish to thank you again for the time given towards our conversations as I very much enjoyed our in person conversations on the philosophical ideals of work ethic, community, and understanding of life.
Thank you and sincerely,