Experienced employees often make bad managers because they want to step in and do the work for other people, rather than handling all the status updated and workload balancing and reporting and new hiring that supervisors deal with.
If you’re a skilled specialist and you’re doing a challenging task there’s little reason to believe you shouldn’t be paid more than your direct reports.
In a good organization (and this includes nonprofits and government agencies), there should be two paths to climb: a managerial track where you get responsibility for larger and larger units, and a technical/specialist track where you get entrusted with more and more difficult technical work.
For some roles, it’s even common for specialized workers to make more money than the people who manage/supervise them.
Cries in Bob.
That said I’m a Bob who loves what I do and gets paid handsomely for it so que sera sera.
Experienced employees often make bad managers because they want to step in and do the work for other people, rather than handling all the status updated and workload balancing and reporting and new hiring that supervisors deal with.
If you’re a skilled specialist and you’re doing a challenging task there’s little reason to believe you shouldn’t be paid more than your direct reports.
In a good organization (and this includes nonprofits and government agencies), there should be two paths to climb: a managerial track where you get responsibility for larger and larger units, and a technical/specialist track where you get entrusted with more and more difficult technical work.
For some roles, it’s even common for specialized workers to make more money than the people who manage/supervise them.