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Asking For A Raise

Few things are as nerve wracking to an employee as asking for a raise. But, you can discuss compensation in a way that allows for the greatest benefit to you.

While not easy, it is very important to master the art of salary negotiations. Here are three steps to help guide you through the process:


Gather Information

Before even requesting a meeting, prepare for it properly. Make sure you understand your organization’s protocol for salary raises. It is important to have a clear agenda, documentation, and points you wish to discuss. Compile measurable outcomes and accomplishments as an employee which you believe merit a raise. Do not compare your performance or rate of pay to others within your organization. Showcase your personal achievement.


Request a Meeting

Requests for pay raises are not something supervisors take lightly. Do not try to slip it in at the end of an already scheduled meeting or discussion. Instead, ask for a special meeting with your supervisor where you will only discuss salary compensation. In this meeting, be direct and polite. Remember that you are selling your high performance, not begging for more money.


Keep an Open Mind

Granting additional compensation may not always translate directly into additional dollars. If your supervisor agrees you deserve a raise, but the organization does not have the resources, have a list of other items you will consider. It is important to keep an open mind - there are many benefits such as additional paid vacation days, tuition reimbursement, or paid training which would be of value. If you do accept a benefit in lieu of actual cash, be certain to pick a specific future date on which you and your supervisor will re-visit the possibility of a monetary raise. Receiving additional benefits or a monetary raise is affirmation of your high achievement.

Good employees deserve to be paid based on their value. If you are interested in checking comparable salaries in the accounting, finance, IT, and office support fields visit our SNI Companies website at www.snicompanies.com and click on our Salary Guide icon to request our current SNI Companies Salary Guide. Or request your copy here. It’s always advisable to be armed with the knowledge of market-rate salaries in your industry and area.

Asking For A Raise

Responding To A Negative Performance Review

Performance reviews are a regular part of employment. As an employee; while they can be stressful, performance reviews provide you and your supervisor the opportunity to talk about your contributions to the organization, as well as your goals - and the company’s goals. When a review is positive it can open the door to dialogs about advancement and possible economic rewards. But, not all performance reviews are positive, and not all negative reviews are deserved.

Here are five steps which can help you to respond professionally and proactively to a less than stellar performance review:

Forget Emotion.
Performance reviews can be emotional, and most supervisors expect an employee who is receiving a less than positive review to become defensive, argumentative, or upset. Instead, prepare yourself in advance for negative feedback. Process the possibility of a critical dialog and practice staying calm and reasonable. Your ability to remain neutral keeps the focus on your performance and positions you as a reasonable professional open to feedback.

Seek Clarification.
Although you may not agree, you need to understand why your performance is being viewed negatively. In a non-confrontation way, ask for clarification and additional information. If possible, ask for specific examples where your manager felt you missed the mark. Sometimes a deeper dialog can help your manager see that what they think is a habitual problem might have been an isolated incident. Asking questions also helps you see if your manager has legitimate reasons for the negative feedback.

Speak Up.
In the event that you feel the negative feedback has no basis, it is important to speak up. This does not mean engaging in a debate. Instead, offer additional information or a different perspective as to why a project did not go well, or an assignment was late. Also, if you did make an error it is important to own it. Making a single mistake does not mean that you are not a quality employee. In sharing your views be sure to distinguish between items that are within and outside of your control.

Seek Advice.
Often, managers and supervisors feel they have tried to guide employees to better performance only to have their advice ignored. “What specifically can I do in the next 90 days to enhance my performance?” By engaging your manager in a positive dialog you are involving them in an improvement plan. You will also learn more about their values, quality perceptions and expectations. And, your manager will see that you are eager to correct the situation.

End Positively.
Some bosses are better at criticizing than expressing appreciation. Before your review concludes, politely solicit some positive feedback. This will help remind your boss that you make positive contributions and will end the meeting on a positive note.

Even the best of employees will receive a few negative performance reviews during their career. The key to processing feedback regarding your skills and abilities is to remain calm, listen to the feedback, and then focus on ways to improve.

Responding To A Negative Performance Review

Setting Professional Goals

Follow our proven path to set your career goals for the new year and beyond!

Setting Professional Goals