how much?
With a life largely wasted in recruitment, several of you have asked me for advice on that all important, and ever so touchy subject, of asking your boss for a pay rise. Here’s what I’d recommend:
– First things first, ask yourself seriously and sincerely, do you deserve it and do you need it? If you’ve decided you’re going to leave the company then why bother?; if you’ve looked around and have found out that no-one’s being paid any more than you are, is it wise to do so?; just back from a six month sabbatical, then keep your mouth shut! Economic conditions, personal effort, performance, commitment, competition and context all come into play here and it’ll pay dividends to be aware to them all.
– Don’t always think that pay is the be-all and end-all to the perfect job, it isn’t. Different positions in different companies, at different times of your life can all represent the right position for the right reasons at that particular time. If could be the right role with the right duties, the right role as it offers essential training and development, your first management role, a Director’s title, a great location, a flashy car and benefits package, your own office with a window! Whatever the reason, the role’s the right one, provided you understand and appreciate that a career needs a progression, a narrative to it.
– When you’re explaining why you want/need a pay rise, don’t focus on personal reasons for you needing the money as these are your personal reasons and you can’t expect your boss to necessarily take account of them. Instead, highlight and build a ‘business case’ for the essential reasons behind a pay rise.
– To remove emotion from negotiations, avoid using emotive terms and personal pronouns. Instead of ‘I need’ make it softer and less personal with ‘this post requires’.
– Long service isn’t (alone) reason enough for a pay rise. Mention it in relation to the overall cost of living but don’t overly focus on it as your boss may begin to wonder why you haven’t progressed further and sooner! Mention it also in the context of loyalty and commitment to a long-term relationship.
– Highlight areas in your job description (and ideally within performance reviews) where you’re going ‘above and beyond’ the norm and expected. Make sure you’re able to back these up with hard & fast, tangible and bona-fide examples.
– It is rarely (if ever) in your boss’s interests to get rid of you and replace you with a new kid on the block as it requires time, energy and (usually) considerable cost. Bear this in mind and you should be in the driving seat for a realistic review and happy outcome; remember to negotiate and do not resort to blackmail!
