Fact: 57 percent of workers don’t ask for a raise in their current field.
There are plenty of intimidating conversations that arise in a corporate setting, but asking for a raise is one of the most difficult. A common reason why many employees don’t negotiate their salary is because it makes them uncomfortable, and they don’t want to appear as being too pushy.
There’s a right way and a wrong way to ask for a raise. If you think it’s time to initiate this conversation with your manager, here are three tips to make your case more valid.
3 Tips To Improve Your Chances Of A Salary Raise
1. Gather data.
If you want your request for a raise to be taken seriously, you need to have proof. To make a solid case, demonstrate the results and progress of your work by providing data that shows you have improved and excelled in the workplace. This steers the conversation to a more fact-based discussion, rather than opinions and demands.
For instance, WorkflowMax enables you to pull powerful reports that can help demonstrate your performance. Within the system, consider pulling:
- Performance reports. See where you measure up against the most profitable employees at your company. You can also view how much money you generate across client accounts, and which services produce the most money.
- Timesheet reports. Analyze your efficiency rate by comparing your performance against your other team members. You can also measure the time forecasted for a project vs. how long it actually took you to complete.
- Invoicing reports. Log in to see how much money your client accounts are bringing to the company. Use this insight when presenting your case.
Your boss likely doesn’t have time to keep an accurate pulse on your performance, so make his or her job easier by doing your research prior to your conversation.
2. Prepare – then practice, practice, practice.
Once you’ve gathered your indisputable data, you may feel like you’re ready to bust through your boss’ door and demand a raise. Well, this isn’t a movie so that’s probably not a good idea.
Practice makes perfect. In this case, it’s important to rehearse what you want to say to your boss before actually meeting with your boss. Don’t let the first time you say the words, “I want a raise” be in your boss’ office.
The best way to prepare for your conversation is to practice with a coach, mentor, or friend. Also consider playing the reverse role. Put yourself in the shoes of your boss, and contemplate if the evidence is clear that you deserve a raise.
3. Wait for the right time.
Timing is everything. If you are currently unhappy in your position, a raise isn’t going to fix everything. PayScale released a salary survey earlier this year that revealed the best time for an employee to ask for a raise. The answer? “When you are happy in your job.” This is because you’re likely performing at your best, and the conversation will be a little more productive.
Annual or semi-annual reviews can be a perfect opportunity to ask for a raise. However, this may also cause some problems across the company. If everyone is scheduled for their reviews at the same time, it can result in too many people asking for a raise simultaneously. This may make your boss feel overwhelmed, and therefore he or she may be less inclined to grant your request.
If it’s time for you to request a raise, remember these best practices:
- Focus on finding data that will prove your value and showcase your improvements.
- Practice the conversation multiple times before scheduling your meeting.
- Wait for the appropriate time before asking.
- Create a list of reasons why you deserve a raise that can’t be backed up by data.
- Make unreasonable demands.
- Request a raise around the same time everyone else at your company is asking.
And above all, make sure you’re prepared for your request to be declined. It stinks, but don’t be discouraged. Whether or not you get the results you want, asking for a raise at the appropriate time will show initiation. Regardless of the outcome, you should feel good about yourself and the work you have accomplished.