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However, that doesn’t mean you shouldn’t ask for what you deserve

However, that doesn’t mean you shouldn’t ask for what you deserve

You hold a few more cards when you’re interviewing for jobs than you do as an employee seeking a higher salary, so you may have to be a bit more conservative during these conversations.

Once Again, Know Your Worth

  • My responsibilities and/or skill level have increased since my pay was last discussed.
  • Others at the organization are doing the same work and being compensated more.
  • Others in my industry are being compensated more.

Dive In Right Away

“Don’t try to camouflage a money discussion inside another discussion,” says Meese. Set expectations upfront with your manager that you have asked for a meeting with them to discuss your salary, and dive in with your prepared points. Beating around the bush or burying the compensation instabang profiel verwijderen question inside another conversation can leave both you and your manager feeling confused and dissatisfied with the discussion.

Choose Timing Carefully

If you recently flopped a big project or even had a bunch of assignments in a row turned in late, it’s probably not the best time to ask for a raise. But if you just had a particularly stellar performance review or nailed a huge presentation, now is the time to make your move. It doesn’t have to be time for your annual or quarterly performance review to ask for a raise. Choose the time that feels most appropriate for you.

Be Specific

“Come prepared with what you’re asking for,” says Meese. “Don’t come with a general ‘I need more.’ You have to make your case. The case is a combination of, ‘This is the work I am doing for us, this is some of my past performance, and these are some of the projects I’ve done.’” Unfortunately, a new baby on the way or an unexpected medical bill are not appropriate reasons to ask for a raise; what happens at home is your business. Focus on accomplishments you’ve achieved at your organization, skills you’ve acquired since your last salary adjustment, and ways you’ve made an impact in the office.

Prepare a Response

Even if you show up with evidence and confidence, you might still be met with a no. What’s going to happen if that’s the response? Will you just accept it and move on? Will you start looking for employment elsewhere? Whatever you do, you should be prepared to ask your managers some questions like:

  • What do I need to do to earn the salary I desire?
  • Can we review my salary again in six months? A year?
  • Are my career goals possible at this company?
  • Is a one-time bonus more realistic than a raise?

“No matter what you do from an employee perspective, if your request is turned down or accepted, stay humble about it,” says Meese. “Always be gracious and humble to maintain the best relationship.” Maintaining a positive professional relationship is important no matter the results of the conversation. That means you shouldn’t storm out in a huff if you don’t get what you want and should remember to say “thank you” if you do.

Talking Points for Managers

Any good manager should be trained to have productive, clear money conversations. Managers need to prepare talking points when entering a salary discussion just like their employees should.

Give Context

It doesn’t matter if you are offering a raise, accepting someone’s request for a raise, or denying a request for a raise, you need to give your employee detailed information to back up your decision. When employees are disappointed by a response, it’s usually because they don’t know or understand the context of the decision. Be very clear about how decisions are made regarding promotions, raises, and bonuses, and don’t over- or under-promise on any of those to your employees.

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