Integrity Staffing Solutions
best of staffing 2019 client 2x 1

How to Discuss a Raise at Your Annual Review

  • raise email

For many people, this is the scariest conversation they can imagine having with their boss. They prefer to avoid the situation and just accept the standard annual pay increase (if any). But if you've been adding value to the company, you deserve better than that.

 

Your annual performance review is the ideal time for this discussion because it gives both parties a chance to prepare for a mutually satisfactory outcome. Just showing up at your supervisor's door and demanding a raise is much more likely to get a knee-jerk no, if only because your supervisor isn't authorized to make that decision on his/her own.

 

Prepare your case.

Like a lawyer getting ready to go into court, plan out your arguments as to why you deserve a raise, and back them up with supporting evidence. This evidence could be production or sales quotas you've exceeded, compliments you've received from customers, projects you've completed successfully, ways you saved the company money or brought in new business, etc. Ideally, you've been keeping a record of all this throughout the year, which you'll bring with you to the meeting.

 

Research your value.

A few minutes on the internet should give you a good idea of typical pay rates for your position, industry and geographical location. Use this as your guide in how much you ask for, and for making your supervisor aware of how much it would cost to replace you. On the other hand, you need to be aware that you won't be jumped from the lowest to the highest end of the salary range in one shot.

 

Focus on the company's needs, not yours.

During the discussion, stay away from any personal reasons why you need more money. No whining, ranting or begging. This should be about your employer retaining a valuable worker and looking forward to more such contributions from you in the future. Emphasize that you achieving your career goals will help the organization achieve its business goals.

 

Be open to non-salary remuneration.

Given the economic climate, it's possible that there just isn't any leeway in the payroll to give anybody a raise. Instead, you may be offered, or you might suggest, other benefits such as more scheduling flexibility, more paid personal days, company-paid educational opportunities, or performance-based bonuses. If you feel this offer has as much value to your career as extra money in your paycheck, it could be a compromise that pays off more in the long run.

 

What to do if they say no.

First, don't be too disappointed. Many companies have yet to recover from the recent recession, and will reward loyal employees just as soon as they can. If that's not your employer's situation and you see co-workers getting raises, ask for suggestions on what you can do in the coming year to get a raise at your next review. Whatever you do, don't lose your head and issue an ultimatum: give me a raise or I walk today. You might regret that tomorrow. And even if you do decide it's time to leave, it's better for many reasons to do your job hunting while you're still employed.

You might be interested in...

12.17.19
Best snacks for a 15 minute break
  Feeling sluggish at work? Use your 15-minute break to get that energy up and finish the day strong! Try to stay away from the vending machine and pack these healthier options instead.  Protein Protein is best for long-term hunger prevention, so you won't need another snack until dinner. They also don't cause blood sugar spikes and crashes like carbs. Try: Protein bar (but check labels for sugar content) Nuts and/or seeds Jerky (now available in lots of options, thanks to the Paleo Diet movement) String cheese   Carbs Carbs deliver a fast fix of mental or physical energy. Whether you crave sweet or salt, there's a high carb snack for you: Dried fruit (raisins, banana chips, etc.) Fresh fruit/veggies that have long shelf-life (apples, pears, oranges, carrots) Dark chocolate bar with at least 60% cacao (less fat, more antioxidants) Rice cakes Veggie chips Pretzels (also low in calories)   Fiber High fiber foods also keep you feeling full as well...
Read More
8.28.19
Training Gen Z for Success and Retention
In our white paper "Are You Ready for Generation Z?" you will discover the impacts this new generation will have on the way we recruit, train and retain employees. In this article, we'll discuss the generation's strengths and weaknesses which may require you to make some changes in your training protocols.    Generation Z (born 1998 – 2005) is both more independent and more in need of skill-building than previous generations. Here are some of the factors you're likely to encounter.     BE ready to help them build their soft skills  As the first generation of true digital natives, Generation Z brings the technological skills that are in high demand, even in entry-level positions. At the same time, 92% of HR leaders believe that having emotional and social skills is increasingly important. However, a side-effect of their constant online interaction is that many of them are deficient in soft skills such as problem-solving, critical thinking and interpersonal relationships. Most...
Read More
8.14.19
Gen Z
Gen Z is the biggest population to hit our labor market in 60 years. Here’s (almost) everything we know about how to become their employer of choice.    Gen Z will dominate your workforce by 2025 because Baby Boomers are retiring at a rate of 10,000 per day. Here is how you can effectively recruit them into your workforce.  ______________________________________________________________________  DOES YOUR WORKPLACE PASS THE GEN Z TEST? FIND OUT IN THIS SPECIAL BROADCAST ON SEPTEMBER 19TH. REGISTER NOW! ______________________________________________________________________  Forget everything you think you know about managing Millennials in your workforce  Gen Zers, born after 1996, are already in your labor market. The leading edge of the this generation are in their 20s. And you can forget everything you think you learned over the last 20 years about managing Millennials in your workforce. Gen Z is about to upend the game.  The truth is with the labor market so tight,...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.