asking for a pay raise

asking for a pay raise

How do you ask for a raise and get it? This question troubles many employees who wish to let their employers know they would wish to get a raise. Studies show that many employees express anxiety since it is out of their comfort zone to talk about a salary increase. Years ago, I thought of asking a raise from the organization I work for. I was not conversant with what it takes to do so and the dynamics involved in asking for a pay-raise. Therefore, I went to the internet and researched the average salary range for a typical employee executing the same responsibilities as I did. I drafted the accomplishment I had attained for the company and asked for advice on how to present my wish to the organization. I know this topic is very important to most of you because many people do not know where to start when professionally asking for a pay raise. I have taken some time researching this subject, interviewing managers and mentors in various fields regarding the topic. My research ended with a compilation of proven methods and practices to effectively and professionally ask for a pay raise. Stating your achievements, conducting background research, and choosing the correct timing is fundamental in asking for a pay raise.

To begin with, state the achievements and milestones that you have helped the organization accomplish. There is a need to firmly demonstrate to your company or institution the added value that you bring on board. Chapman is of the view that an employee should build the case for the salary increase by mentioning the notable elements of the performance record that they have been able to attain in their service to the organization. It is a very useful negotiating tool for a pay increase. Remember to include positive feedback that you get from your supervisors and other superiors. Also, point out the positive results from the organization’s performance evaluation systems. Deborah and Jessica expresses similar sentiments in their book. They are of the view that employees should be aware of their worth when negotiating for a pay rise (Deborah & Jessica). The book gives examples of employees who had excellent results in turning around a poorly performing division. When the employees negotiated for the pay raise, they factored in this achievement and calculated the time, effort and did an analysis of their contributions to the organizations. The efforts paid off as they was granted a pay raise (Chapman).

Letting your accomplishments be known to the management frequently is a crucial task in making the employer know that you are working hard for the company. This will go a long way in convincing the administration to grant you a pay raise. In his book, Chapman mentions a product manager whose pay was raised because they used to share their accomplishments with the management from time to time (Chapman). The constant and proactive voicing of your achievements will ultimately result in the employer considering a pay raise for you.

Secondly, it is crucial to research concerning the salary raise that you wish the organization to offer to you. In essence, the research will give the employee an estimate of the amount of increase to expect. On many occasions, the employer will ask what the employee thinks to be the appropriate salary raise. Chapman writes that the employee ought to have conducted background research of his or her market value. A similar view is written by Deborah and Jessica. They claim that the employee should gather evidence that points towards average salary ranges (Deborah & Jessica). Pay raise should be determined from similar industry-wide salaries and from the company too. The writers advise that the best platforms for acquiring such data will be from relevant professional networks like GlassDoor, PayScale, and LinkedIn (Deborah & Jessica).

Timing is also considered to be one of the most instrumental factors when negotiating with your employer for a raise. An employee ought to choose the right time for the negotiations to take place. For example, an employee can choose to negotiate for a pay raise from the company’s management after a significant event like the performance evaluation process. During this time, the excellent performance of the employee is still fresh in the mind of the administration. Deborah and Jessica advises that the best time to ask for a pay raise is right before the taking of new responsibilities. Furthermore, they also recommend the request to take place immediately after the successful completion of a project. For example, if you have facilitated a deal that gave your organization high proceeds, it is the most opportune moment to ask for a pay rise.

In conclusion, stating your achievements, conducting background research, and choosing the correct timing is essential when asking for a pay rise. The negotiating process is an important process, and therefore, one should state his or her achievements boldly. The background research is necessary for the determination of a fair salary range that the organization will find favorable. Correct timing also exponentially increases the potential of the organization granting the pay rise to the employee. Follow these guidelines when negotiating, and you will most likely end up getting a pay rise from your company. Thank you for listening.