Some people make the mistake of thinking that it is shameful and embarrassing to talk to the boss about a promotion or an increase in compensation. But the meek and dutiful are loaded with work, while “forgetting” about decent pay. To ask your superiors for a raise, you need to put aside the false sense of shame and learn to ask with dignity, knowing your worth. Make sure to read this article from LAYBOARD.in, as we have shared tips on how to ask for a raise.
Ask in an Authentic Way
Quite interestingly, only 1 in 10 candidates admit at an interview that they are not ready to talk to a manager about this topic and are going to leave their current position for a higher salary without trying to discuss the possibility of career advancement within their current company.
“If the manager does not understand that I deserve a raise in salary and/or position, then I will go to a place where I will be valued higher,” is how most employees usually a reason.
The manager, on the other hand, thinks completely differently: “If my employee was unhappy with the conditions, he would have come up to me a long time ago and asked the appropriate questions. But if he is silent, it means that he likes everything”.
Rarely does a boss initiate such a conversation himself and openly ask whether everything suits his subordinate. It is good if the company has a centralized regular process for discussing career plans and salary increases. However, if there is no such procedure, you should regularly bring up a conversation with your supervisor once or twice a year about your career aspirations, performance, and projects needed for promotion.
Also Read: What to Do When Employer Deny the Compensation Claim?
If you decide to have a frank conversation with your boss, you have to prepare. You must convince your boss of the need for a promotion with facts. First, find out how much your colleagues in other companies make in the same position. There are several ways to find out how much your current salary is “in the market.”
- First, you can look for similar positions in public sources, including layboard.in, which has many different jobs with current average salaries
- Second, we recommend that you know two or three recruiters who lead positions in your fields so that you can ask them directly if necessary. And if you receive incoming calls asking for recommendations for positions similar to yours, immediately clarify what salary the potential employer is targeting.
It is important to note here that the higher the level of the position, the more varied the amount, and, doing extremely similar work in companies of different sizes, turnover, and scope, candidates can get different salaries.
Rehearse the Conversation
Once you have all the information you need, which is written above, prepare arguments related to your personal achievements and the salary policy in the company.
- Recall when you had your previous salary increase.
- Write down how your tasks have changed since then: have you taken on more responsibility, and has the number of projects under your supervision increased?
- After that, write down the key accomplishments that helped the business, and once again talk about your personal role in the result.
- Think about how to emphasize your competitiveness in the marketplace: how many times in the last six months you have been called and offered jobs at other companies
Often 50% of success is the right mood of the boss. Choose the most comfortable time and day of the week for the boss, try not to start the conversation if you see that your boss is not in the mood and this can affect the result of the conversation. Ask for a meeting a day or two in advance.
It’s best to start the conversation with questions. Ask your boss how he assesses your work in general, and how he can characterize your contribution, that is, make the manager confirm that he appreciates you as an employee.
Then take the floor and tell him what you are satisfied with and why you like working in the company in general and with your manager in particular – let him know that you would like to continue to be a part of the team.
Then get to the heart of your question. Voice all the arguments you’ve gathered and recollected specifically for the meeting. Talk about your marketability – recruiter and competitor referrals. Explain that you have done market research on salaries and found out that you get less.
Recall your key accomplishments, your contributions to the business, and how your function has changed over time. Emphasize that you can do much more important things for the company if you get more responsibility. In the end, ask the question, “What steps do I need to take to get a raise (in salary)?” After you get an answer, ask about the timeline.
A manager who doesn’t want to lose an employee but can’t give him a promotion often resorts to manipulation. It is in his best interest to drag out the waiting period as long as possible. He will try to avoid specifics by giving vague and vague hints about a possible promotion in the distant future. In this case, get the numbers right away: by what date do you need to do in order to get the desired position or salary?
After you have discussed this point verbally, write a letter, where once again specify all the data. Make sure the letter reaches and is read by the recipient. On the specified date, you can return to the subject matter with proof in hand.
Another common technique of the boss is to put pressure on emotions. Again, without promising anything or giving ghostly hints, your manager can try to remind you how much you have been through together, what a great team you have, how much he appreciates you, how he trusts you and constantly sets an example to others, that this is a difficult time and he asks you to step into his position.
Sometimes the manager reminds you of all the good things he once did for a subordinate: for example, he “knocked out” a bonus or left you on the team for some strong misstep. For some employees, such praise from the boss, a “heart-to-heart talk” and a deceptive conviction of their “duty” can be a short-term motivation.
However, you will soon come back to the fact that you are not satisfied with the current working conditions.
Finally, don’t haggle over the amount. Decide for yourself right away what percentage of the raise will be comfortable for you. Keep in mind: you have every right to ask for a raise because then you can be more effective for the company. Behave with confidence and dignity: you are not asking for alms, and the manager is your equal.
It is very likely that the manager will not give you immediate feedback, asking you to take a break to think things over, discuss the issue with HR and management, and promise to come back with an update later.
If you don’t hear back from your boss within two weeks, ask him again for a reminder and to find out what the problem is.
If he asks you to wait again and your suspension lasts for a month, you probably shouldn’t expect to be promoted at this company. In this case, it’s up to you: stay or try your luck elsewhere.
In the articles we showed you clear step-by-step instructions on how to ask for a raise, keep in mind that if you are a specialist in your business and you understand that you are working fine for a small salary, then you should solve the question of salary as soon as possible. We wish you every success!