Integrity Staffing Solutions
best of staffing 2020 client rgb

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...

8.04.20
How Do I Choose the Right Job for Me?
Whether you're just starting out in life, looking to make a career change or (lucky you!) trying to decide between multiple job offers, you may find the possibilities overwhelming. How do you figure out which job will best fit your skills, passion and personality? What if you aren't fully qualified for the job you want?   Here are some methods that may help you identify — and land — your perfect job.   Describe Your Ideal Job and Employer This is about more than your work duties. Write down a complete profile of the role and the corporate culture that will best fulfill your dreams.   Think about what you liked or didn't like about past jobs. What types of activities do you like best — group/team efforts or working by yourself; a structured routine or planning your own workflow; a hands-off boss or one that keeps an eye on everything; high pressure deadlines or a relaxed pace; tons of overtime or work-life balance? What duties did you most enjoy that you would like...
Read More
7.29.20
How Recruiting Will Change in Light of COVID-19
  If you’ve been on the internet in the past week, month, day, or half-hour, you’ve most likely seen some version of the headline, “How COVID-19 Will Permanently Alter [Insert Industry Here].”   And for a good reason. The pandemic has shined a light on the lack of a business continuity plan in many industries — including recruiting. The process of building teams is quickly evolving for countless companies, and this change is especially daunting for organizations that lack a flexible staffing strategy.   Whether trying to find temp workersor something a bit more permanent, recruiting and staffing won’t be the same once the pandemic subsides. What will it look like then?   1. It’ll be from a distance. Social distancing won’t just be a solution for decluttering restaurants and bars. Recruiting from a distance — and with the help of virtual technology — will be essential to any business continuity plan.   Much of the recruiting cycle (e.g., sourcing, interviewing, etc.)...
Read More
7.26.20
The New Post-Pandemic Company Culture
Many businesses haven't operated "normally" — if at all — for months. As we step out of lockdown and back into the workplace, what will be our new reality? What changes will be permanent? How can we smooth the transition for companies and workers alike?   Safety Practices The most visible changes will be to the physical space. New barriers, equipment, workflows and cleaning protocols will confront the returning worker. Businesses must keep up to date on the latest health and safety recommendations to help employees feel comfortable about being in the workplace.   Phasing In Employees may also have to get used to not seeing the usual crew. In order to limit the number of employees present at the same time, many companies are bringing workers back gradually, with the most essential (or those who volunteered) returning first.   Alternatively, some businesses are establishing staggered work times, or a weekly in/out rotation where some teams are in the office while other...
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.