In a previous post, I laid out initial steps you should take to ask for a raise in How To Ask For More Money, Part I.
Without further ado, here are the final steps to being flush with cash.
How About Your Performance?
Third, you need to do some self-reflection and be really honest with yourself. This can be the most difficult step. If you are going to ask your manager for a salary review with the end goal to increase your salary, you had better know for certain if you are a valued employee doing valuable work. You had better be able to answer the question that a manager won’t ask but will be thinking, “what have you done for me lately?” if you want your company to show you the money. If you don’t already have copies, ask your manager or HR for your performance reviews. Look over them, have you progressively improved year over year? Have you met your goals? Have you earned additional designations? Have you increased your skill set? Put yourself in your manager’s shoes, if you had several grand each year to award to an employee at your discretion, who gets it? The employee who meets expectations year-over-year but never challenges themselves and loves the comfort zone or the employee who exceeds expectations by sticking their neck out to lead a highly visible project and eagerly pursues developmental opportunities? Then the hard part, you have to consider the value of your position to the organization. If you work for the R&D department in a tech firm, your position is likely highly valued. If you are the clerical assistant in an engineering firm, your position is not that highly valued. If any one can replace you in your position with minimal training and the same work gets done and at the same level, you do not hold a valuable position. All jobs are not created equal.
Sizing Up Your Manager
After reconnaissance and self-reflection, now it’s time to size up your manager and your relationship with him or her. Is your relationship more formal or informal? How long have you been working for him or her? Is your manager a front-line supervisor or senior manager? Is your manager hands-on in his or her employee’s professional development? Does he or she freely give recognition? Does your manager really understand what you are doing? Not just your job description but what you are doing. The answers to all of these questions are going to guide how you approach your manager, how you request a salary review and increase and how much and what type of ammunition you need to build your case. Use your emotional intelligence to get into your manager’s shoes.
The Salary Discussion
Now that you have properly done your research and are ready to ask for a raise, schedule time with your manager and let them know ahead of time that you want to discuss your compensation. Be prepared for the meeting, bring your talking points and all of the data you have gathered. Once you have presented your request and argument, your manager may straight up say no or tell you they need to get back to you. You need to be prepared for either of those answers and anything in between. Whatever the outcome, let your manager know you appreciate their time in listening to you and considering your request. If you do not get a raise, leave the door open to have further discussion with your manager by asking what you can do to be considered for one in the future. If you do receive an increase, be thankful for what you get and continue to work your ass off.
Good luck to you and may the odds be ever in your favor.