Asking for a raise from an employer takes finesse. There are very few ways to do this correctly and many ways to do it incorrectly. When trying to negotiate a raise, whether it is for a new job or a raise in pay at the current one, it is important to consider mistakes that other employees have made over the years. By avoiding what not to do, employees have a better chance of getting that raise that is so desired.
Remember, not everyone has to make the same amount of money, so do not bring up a co-worker’s salary as the base argument for getting a raise. By bringing up someone else’s salary, the employee is putting the employer in a very uncomfortable position. Not only is the employee forcing the employer to explain why the other employee makes more, but the employee asking for the raise is showing the employer that he is deserving of a raise based just on the fact that his employee is making it, not on merit. This can devalue the employee and create a bad impression on the employer.
Threatening to leave the company or take a new job if a raise is not given is not negotiation. Many employers will see this as an act of aggression since the employee is trying to back the boss into a corner. In actuality, a good employer will see through this bluff and there will be nothing gained; in fact, the employee could have just saved everyone’s time since he will more than likely be fired after such a threat.
Do not get emotional. Whining about personal problems or complaining about how long it has been since the last raise can discredit the employee. Remember that the reason for the raise is based upon professional circumstances, so keep it so. Employers know that personal problems can affect an employee’s work, but this is still no excuse to use it as a trump card to convince the employer to pay out more.
Lastly, beware of basing your argument on entitlement. No one is entitled to gain a raise after hitting certain benchmarks such as 6 months or a year. Arguing that the employee has done their work and been on time for 6 months is not merit for a raise, but rather only serves as proof that the employee is doing the job they are hired to do. Instead, show the employer how expectations were exceeded and give quantitative results to show how it was done.
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