There was an article in the New York Post the other day that says that raises are back and give some tips on how to get one. The article discusses that after a few years of limited pay increases managers are scared of losing talent, and will be more likely to give raises for the upcoming holiday season. Many managers feel raises will be necessary to boost morale. They provide five specific tips of how to get a raise.
The first is to do your homework. This means to “know what your worth on the market.” The second tip is to get the lay of the land. Know what is going on within your own company. Find out if raises are being given out and how much is being allotted for raises. The third tip is to think beyond cash. Look for advancement opportunities, title changes and so on. The fourth tip is to build a case. “Be ready to present a brief summary of your key accomplishments and know hoe they have made a positive impact to your organization.” The fourth tip is to not take no for an answer. If your boss does not want to give out money, then negotiate for vacation days or other perks. These seem to be some good tips for getting. Do you think these would work? Have you ever tried any of these?
Farah
I think the ability to go through those options and approach a manager/supervisor really depends on the work environment. I know in my particular organization, sitting down to discuss "other" options besides a pay-increase (or bonus) could easily take weeks. And even after that, you're not guaranteed much. Last year, we did not receive any bonuses (this followed a round of lay-offs as as result of lost donors) but no additional steps were taken to "boost morale" either. I think HR departments in particular (no offense to anyone working in HR - Im only speaking from my 2 previous experiences) can come across not very willing to help in that situtation. There is always a political reason for not being able to change a title or advancement opportunity - even more so if you are low on the food chain.
ReplyDeleteValeria Bonanome
I think those are really good tips, however I agree that the success of a raise will also depend upon the work environment as Valeria mentioned it. If it is a larger organization and reaises do not raise eye brows, even in tough job market situation it will be easier to negotiate. However, if you work for a small non-profit organization where raises are as scarce as rain in the desert it might be tough. I had a situation where I asked for an extra bonus for extra work and got it but my boss made my life miserable for a while, then she found a reason to fire me. After couple of months I was asked to come back, on my terms this time, so it did work out at the end, but things got a little ugly for a while.
ReplyDeleteMy take on it: do all of the above mentioned in the article, but most importantly ask yourself whether you see yourself in the company/organization in the near future. If you are happy with the work otherwise and just need a raise, then take no for an answer and convince your boss that you are a true asset for the company and deserve financial incentive to continue doing a great job.
Zana
I really loved this article. Finally something for the poor workhorse being abused in this tight industry. Those simple tips seem very feasible and smart. I also beleive that because these industries have cut so many people (and could also still be struggling), makes the
ReplyDeleteworkers left allthe more valuable. It is crunch time, and if you were not kicked off the boat, you must be somewhat invaluable. So, why not utilize this leverage. Time is of the essence, and as they push out shorter deadlines and new request,that brain sweat and labor should not go uncompensated. Get that money... and do it the smart political way.
Again, great article!
Helga Nyanffor
ps...My organization didn't bring back bonuses, but we are having an elaborate holiday party... and it is all in hopes to give the impression of appreciation of the staff and to hopefully boost morality... Maybe, I will ask for my raise there!
ReplyDeleteHelga Nyanffor