What are the company’s compensation policies regarding raises? What are the pay bands that apply to your role? How do you stack up against specific skills or accomplishments associated with those bands? And most importantly, does your manager have sufficient budget for raises?įinally, what alternatives would you accept if your manager were unable to offer a pay increase at this time? Think in terms of your overall compensation package. It’s also your responsibility to understand your manager's side of the deal. But remember, it’s not your manager’s responsibility to know whether your pay is in sync with the job market. That involves getting an accurate dollar value of what you're worth on the job market, and what additional value you bring to the company in your role. Specifically, you need to determine the range of outcomes which both you and your manager could reasonably agree to. The two main things you want when preparing are information and alternatives. And good preparation lets you show confidence when you actually do so. Having the right motivation puts you at ease to discuss your salary. Keep track of those accomplishments in a Word or Google Document to share with your boss when the time comes. Use this time to give your manager visibility into all your accomplishments, and how everyone benefits. You can’t assume your manager is aware of all that you’re accomplishing. What additional capacity have you brought to your team? Are you contributing in ways different from what you were hired for? How are you more valuable to the company now than six months ago? Ask yourself, which key performance metrics have you exceeded? What performance areas have you shown improvement? What new skills have you gained? What incentive targets have you exceeded?ĭon’t think just about your wheelhouse. How do you do that? Step back to where you sense the mismatches are, and recast them in a positive light. Research shows that you are more likely to reach a higher value outcome if you can neutralize negative feelings when you decide it’s time to discuss your salary, and focus on what’s truly relevant. Others feel anxious about needing to keep up with the Joneses, or finance a lifestyle. Some wait until they start having strong negative emotions about it. Where things usually go wrong is in the motivation for initiating the conversation. Most people start thinking about discussing their salary when they sense a mismatch between their contributions to the business and the compensation they're receiving. Here are three things to keep in mind as you prepare for the tough talk: And it’s time to make sure your price is still in line with your value. Chances are the two of you are now even better for each other. Think of discussing your salary as continuing the conversation that you started back when you and your employer first agreed that you were going to be good for each other. Those same skills also apply when negotiating your salary once you’ve gotten proficient at your job.
#USE EXPRESS TALK WITH YOUR PHONE LINE HOW TO#
The whole hiring process, from learning how to build a resume, to submitting the resume, to the “welcome aboard!” handshake, was all about you and your employer creating value for one another. You got hired by knowing your value and communicating it effectively. It’s something you probably already have experience with, especially if you’re in sales. And negotiation in business is fundamentally about creating value for everyone involved. Having the tough talk doesn’t mean having to talk toughĭiscussing your salary is really just a form of negotiation. They may have little face time with their managers, and few opportunities to develop a smooth working relationship where a conversation about pay could fit in easily. It’s particularly tough for marketers and sales reps who work remotely or are constantly in the field. Most are focused on processes, and are much less comfortable dealing with people. It’s not an easy conversation for your manager either. Millennials are even less inclined to discuss salaries than their parents. Less than half of all workers have ever asked for a raise. Research shows that it is the most dreaded business conversation of all. Yet even for seasoned pros, discussing pay with your manager can be intimidating. But they want to make sure their compensation matches their contributions and commitment to the company they want to stick with. Others are more inclined to stay put, pursuing opportunities with their current employers. For some, job hopping is the way to a bigger paycheck. The Great Recession is almost a thing of the past, but a lingering effect is lackluster wage growth.
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