Can the Young Star Ever Earn Less Than the Employees They Manage?

In a word, yes.  It's rare, but it happens.

Here’s my take - most star managers on the upswing of their careers have usually faced the prospect of either managing someone who has either:

a) earned more than they have, or

b) earned close to what they have. 

It happens more often with rising stars who are relatively young in an organization, because they tend to aggregate additional responsibilities beyond their years.  You’re aggressive with the star within the definition of “aggressive” within your company, then the department of the star has to grow, you hire people to work for them and BAM!  You experience the reality that in order to hire people with the skills to work for the young star in the growing department, those new hires need to come in at or around the salary you have the star at…

Is that a problem?  Many would say yes.  To anyone (this message is for you, young star) who finds themselves in that situation, I would say "have patience, young grasshopper".  If you are that star who finds themselves managing people who earn more or close to what you earn, you're right, there should be more of a divide.  However, note this - you go to where you are because you are viewed as a high, high potential asset to your company.  There's probably only one way you can mess that up if you continue to perform - by not handling the situation with class.

If you make it about the money, some people will chalk that up to maturity, and you might see the upward arc of your career slow down a bit.  If you find a classy way to bring it to someone's attention without demanding any immediate action, I can guarantee you one thing: You're going to make a LOT more money than the people you're currently managing over the course of your career.
 
To the stars of the world who find themselves in this situation, I say: "Be the ball, Danny".  Don't let pride or some shortsighted advice from your Uncle Tommy drive your reaction to this situation.  You've managed to be different than everyone else to this point.  Keep being different. 

Play to win the game, not this possession.

Comments

[scottthekyhrguy]

One thing for "young star" to remember -- your boss knows you have people reporting to you who earn more than you. Your boss feels pressure to remedy this whether you realize it or not. I guarantee you your boss is making a strong case to give you extra love during your merit process. 'Cause nobody wants to be the guy who ran off young star over $5k. That's about as close as you're going to get in this economy to a guarantee for a fat raise every year until the situation is remedied.

[Pat]

Great post and advice, but this is still troublesome. Maturity is important, I will give you that, but sometimes raw talent can be just as valuable as experience.

[Allison]

What about the more real solution that companies just won't pay some people what they are worth. Case and point, sexual discrimiation.

[Vicki]

Flattery will get you most places (yes, calling me a "Star" really strokes my ego - I'm only human, even though I am a lawyer), but it won't get you everywhere. In the long run, equal work means equal pay. Sounds like a good story line for, "The Good Wife."

[Bill Jonas]

Dee-ock!

I would like to see this?