Asking for a pay rise is not always very easy and one needs to find the right time and the right argument to be successful. It is part of a negotiating strategy where the employee needs to have a sound rationale behind his/her request and consequently be well prepared.
Timing is key. There may be a formal slot within your organisation where your managers reviews the salaries of his/her team and makes the necessary adjustments; or they may be a period where the employee can link performance and reward together.
So start by choosing the right time to ask for the desired pay rise.You also need to build your argument and information gathered from the market is a good place to look. If however you are highly paid and your performance is not recognised as one of the top players within your organisation, it will not be easy to convince the company to give you a pay rise.
Gather reliable market information on how much a similar job is paid in a similar organisation and match it with your own skills (sources vary but you can use the internet, market salary information from well know providers such as Mercer or Watson-Wyatt, peer networks, etc.). Keep in mind that you may be paid less than a colleague in the same position, as you may be younger (experience does count!) or you may have a higher market value if for example, you speak 3 languages and have an international profile.
Once you have gathered the market information on similar roles, list all your critical skills that benefit the organisation and that others may not have (15 years of experience in the field, ability to speak different languages, international experience, having lived in different countries, degree such as an MBA from a prestigious American school, etc.). Those will help you retain and demonstrate your unique value and will add to your argument.
Make sure you can also document your performance in your current role. If you are a top performer, your manager will be likely to give you a pay rise hearing your rationale as he/she will have an interest in rewarding the top performers. If your performance is average you may want to limit your request to the level of inflation.
Keep in mind that most companies and managers prefer to give a pay rise rather than lose their best employees and they know that underpaying an employee means they run the risk of losing him/her.
Last but not least, never threaten your company with leaving if you do not get what you want. Instead, seek feedback and focus on the reasons why you are not entitled to a pay rise. Bear in mind that this is a negotiation process and if you cannot get a pay rise in the immediate future, make sure you understand why and negotiate the timing and company expectations to guarantee your next raise.
About the author
Valerie is currently Senior Human Resources Manager working in Italy, fluent in French and Italian. Responsible for over 1500 employees across Europe, involved in an HR Transformation project covering 25 countries across Europe.
Other articles by the author
Published
04 October 2006
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