If you’re already on the wingspouse track, you know the time and energy spouses like us invest in the executive career. We spend countless hours learning a new skill, researching people or businesses, shmoozing clients, and being the eyes and ears in the community. So why shouldn’t we get paid for it? How many of us have spent our own money to accompany our executive spouses on a business trip where we worked a room? Apparently some HR professionals are having the same thoughts.
A 2004 article published by HR Magazine, The very model of a modern CEO, recognizes that spouses have a “tremendous impact” on the success of CEOs, as well as organizations. They even suggest a job description should be created so spouse participation can be negotiated up front. Perhaps they are shortchanging themselves by stopping with the CEO. Spouses of many other executives (COOs, CMOs, CFO’s, VPMAs, District Managers, etc.) are also quite skilled in affecting the bottom line. Should this subject be broached during the interview process?
Before you cheer in support, step back and think about the long-term impact. Sure, a contract will guarantee you recognition for your role in the wingspouse partnership, but will it also affect both of you negatively? Will your executive partner now be expected to outperform everyone else because your role is part of the package? Will you become trapped in an ever-expanding spousal job description? What if you decide to pursue a separate career down the road… will your executive partner have to renegotiate his contract? Wait. There’s more. HR Magazine’s article also suggested that a spouse’s job description could work like a menu, containing a list of things the spouse could and couldn’t do. Do you really want to be told what you cannot do? Isn’t that taking a step backwards? Of course, you could always walk away when you got uncomfortable with what was being asked of you… or could you?
The playing field changes when you are expected to perform alongside your spouse. The advantage of partnering quietly with your spouse is that you have an unfair advantage, and your spouse does too. This advantage is what leads to recognition for an impressive track record, the best positions, and the sweetest negotiation deals. Playing the role of secret weapon has better payoff in the long run, than negotiating a few business trips and symphony tickets. If you’re lucky and the organization is smart, the company will recognize you play some part in it’s success and reward you without any strings attached.
With all this food for thought, let’s revisit the original question. Should spouses get paid, too? Yes, we should. Do we want to be paid? Don’t think so. If an organization does approach you with suggestions or expectations, recognize the importance of boundaries and assure them you have their best interests in mind. Let them know you always welcome invitations to accompany and support your spouse, and that such opportunities might be mutually beneficial. Beyond that, you may be inviting trouble.
