1. Pick your timing carefully: Check out these right and wrong times to ask for a raise.
2. Understand what your manager is likely going to be thinking: And what is in a
manager’s head when a staff member asks for more money? Typically, it’s this:
“Is this reasonable? Am I going to lose this employee if I say no? Where would
this put her salary in the larger context of our overall salary structure? And
most importantly, how valuable is this employee?” Managers are much more
willing to go out of their way to accommodate someone fantastic who they don't
want to lose—and much less likely when the request comes from someone they're
lukewarm about.
3. Don’t talk about personal reasons for wanting a raise, like
your expenses: Your request needs to be all about your value to the
company, not about the fact that your rent is going up or that you have bills
to pay. Employers don’t pay people based on each person’s own financial
needs—after all, the company isn't expected to pay more money for the same work
to someone supporting a family of four versus someone single and without kids.
Stick to reasons that are about business and your value to the company.
4. Don’t compare your salary to your co-workers’: Sure, it's absolutely
frustrating to see someone doing a worse job than you and getting more money,
but for better or for worse, managers do not respond well when employees use a coworker's salary as the basis for a raise request.
Base your salary requirements on the industry norm and what you'll be bringing
to the company, nothing else.
5. Base your request on your value to the company: Build a case for why
you’ve earned a raise, and for why your company is better off because of your
work. Think back to any special achievements in the last year (and it’s good to
keep running notes on these throughout the year so that you can remember them
when you need to!). Think about the positive impact you have on the business.
Pretend that you’re your own manager and ask what about your performance would
really impress you, or what your manager should be upset to lose about you if
you left.
6. Provide details to support your case: For instance, maybe
you can show a file of compliments you’ve received from customers. Or maybe you
can show that your idea increased revenue by X dollars, or that your
productivity rate is twice the average rate. The idea here is that you want to
show a case for your value to the business.
7. Don’t threaten to leave if you don’t get a raise: Even if it’s true,
you don’t need to say this out loud. Managers understand that this is the
implied subtext when someone asks for a raise; it’s definitely on their mind
that they risk losing you if they can’t do what you’re asking. You don’t need
to spell it out.
8. Don’t have an attitude of entitlement: You want to be
confident and direct, but it won’t go over well if you feel entitled to a raise
just because a year’s gone by, or because you’ve done the basic requirements of
your job.
9. Rehearse what you’re going to say ahead of time: For instance, you
might open with something like this: “This company has been wonderful about
rewarding my performance with increased responsibilities and more challenging
work, and I’m really appreciative of that. However, I’ve been performing at a
high level for a while now, have consistently exceeded my sales targets, and
have played a key role in mentoring new staff as well. I’d like to talk to you
about adjusting my salary to reflect these contributions.”
10. Know what to do if your boss says no: If your boss turns
you down, ask what you would need to accomplish in order to earn a raise in the
future.
And if your boss says yes, congratulations! You just got a raise.
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