how to negotiate a raise

2
CAREER CORNER 1.800.973.1177 PAGE 1 continued on back Experts say there are important rules to follow in securing a raise. To begin with, employees should not ask for raises unless they have been at the company for at least a year or more. Other issues to consider are a self evaluation of performance, timing, the approach, and alternative options to a pay increase such as more vacation days, flexible work arrangements, or stock options. It is imperative for employees to have a firm grasp of their job description and the com- pensation policies, experts say. Self evalua- tion is an important first-step in deciding to ask for a raise. Understanding one’s worth is essential. Jack Chapman, a Career & Salary Coach and founder of www.salarynegotia- tons.com, stated, “an employee must look at what is special and unique about their job performance; that is what a boss will pay for.” Experts recommend that employees review their accomplishments and be prepared to discuss how and why they have added value to the company. Keeping a job diary is an ex- cellent way of maintaining a record of one’s accomplishments. Successful research will assist an individual asking for a raise, experts say. Review what others in the same position in and out- side the organization make. Mr. Chapman recommends utilizing the Internet. “Jobstar. org has the mother load of online salary surveys,” he said. Timing is critical. Planning ahead will help in achieving the desired result. Experts advise that employees should be aware of internal and external pressures such as the financial stability of the company and the current state of the economy. Employees should find out if their organiza- tion has a scheduled time period for making raise requests, experts advise. Mr. Chapman suggests drafting a memo and handing it in a few weeks before the employee would like to schedule the meeting to discuss a raise request. He stated, “the memo should be no more then a page and should list your targets and goals.” The status of the business can play a key role in whether it is an appropriate time to ask for a raise. If the business is doing well, this can prove an opportune time to try to reap the benefits of the company’s success. If an employee has recently experienced a major achievement, such as winning a case, this can also be a superb time to ask for a raise, according to Mr. Chapman. Another great time is if an employee has been handed additional responsibilities or an annual review is pending. Understanding the culture of the office, as well as the bosses’ personality, plays heavily into the effectiveness of the approach. The specific tactics used should be dictated by the character of the boss, the employee’s relationship to the boss, and the general culture of the business environment. Career coaches stress the importance of anticipating what reactions a supervisor may have. Knowing what to expect can be a tremendous aid in handling the overall situ- ation. Mr. Chapman suggested some things not to do when requesting a raise. “Do not talk about how you need this or need that. Sym- pathy doesn’t work with lawyers. Do not give ultimatums and don’t threaten to quit.” The employee’s attitude is extremely significant, experts say. Weakness never looks good, but neither does arrogance. An employee should be prepared to sup- port his or her reasons for wanting a raise and gracefully handle whatever decision is made. Maintaining a confident, professional, positive attitude, as well as having the cor- rect information to support the request, will facilitate a successful interaction. If a request for a raise is denied, career consultants advise that an employee should suggest some alternatives such as extra vacation days or stock options. If this is not an option, employees should consider look- ing for new employment where their financial needs will be satisfied. Employees willing to remain with the com- pany despite the lack of a raise should ask their employers what improvements they can make in their performances. Positive changes may result in a raise in a subse- quent year. Mr. Chapman suggests an exercise that can improve the chances of receiving a raise. An employee should sit down with his or her How to Negotiate a Raise [by Karen A. Lefkowitz] All lawyers attempt to master the art of negotiation. Although frequently they use the art to further the interest of a client, lawyers sometimes need to nego- tiate for themselves. That is especially true when the goal is a raise.

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It is imperative for employees to have a firm grasp of their job description. Jobstar.org has the mother load of online salary surveys.

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Page 1: How to Negotiate a Raise

CAREER CORNER 1.800.973.1177

PAGE 1 continued on back

Experts say there are important rules to

follow in securing a raise. To begin with,

employees should not ask for raises unless

they have been at the company for at least a

year or more. Other issues to consider are a

self evaluation of performance, timing, the

approach, and alternative options to a pay

increase such as more vacation days, flexible

work arrangements, or stock options.

It is imperative for employees to have a firm

grasp of their job description and the com-

pensation policies, experts say. Self evalua-

tion is an important first-step in deciding to

ask for a raise. Understanding one’s worth is

essential. Jack Chapman, a Career & Salary

Coach and founder of www.salarynegotia-

tons.com, stated, “an employee must look

at what is special and unique about their job

performance; that is what a boss will pay

for.”

Experts recommend that employees review

their accomplishments and be prepared to

discuss how and why they have added value

to the company. Keeping a job diary is an ex-

cellent way of maintaining a record of one’s

accomplishments.

Successful research will assist an individual

asking for a raise, experts say. Review what

others in the same position in and out-

side the organization make. Mr. Chapman

recommends utilizing the Internet. “Jobstar.

org has the mother load of online salary

surveys,” he said.

Timing is critical. Planning ahead will help in

achieving the desired result. Experts advise

that employees should be aware of internal

and external pressures such as the financial

stability of the company and the current state

of the economy.

Employees should find out if their organiza-

tion has a scheduled time period for making

raise requests, experts advise. Mr. Chapman

suggests drafting a memo and handing it in

a few weeks before the employee would like

to schedule the meeting to discuss a raise

request. He stated, “the memo should be no

more then a page and should list your targets

and goals.”

The status of the business can play a key role

in whether it is an appropriate time to ask for

a raise. If the business is doing well, this can

prove an opportune time to try to reap the

benefits of the company’s success.

If an employee has recently experienced a

major achievement, such as winning a case,

this can also be a superb time to ask for a

raise, according to Mr. Chapman. Another

great time is if an employee has been handed

additional responsibilities or an annual

review is pending.

Understanding the culture of the office, as

well as the bosses’ personality, plays heavily

into the effectiveness of the approach. The

specific tactics used should be dictated by

the character of the boss, the employee’s

relationship to the boss, and the general

culture of the business environment.

Career coaches stress the importance of

anticipating what reactions a supervisor

may have. Knowing what to expect can be a

tremendous aid in handling the overall situ-

ation.

Mr. Chapman suggested some things not

to do when requesting a raise. “Do not talk

about how you need this or need that. Sym-

pathy doesn’t work with lawyers. Do not give

ultimatums and don’t threaten to quit.”

The employee’s attitude is extremely

significant, experts say. Weakness never

looks good, but neither does arrogance.

An employee should be prepared to sup-

port his or her reasons for wanting a raise

and gracefully handle whatever decision is

made. Maintaining a confident, professional,

positive attitude, as well as having the cor-

rect information to support the request, will

facilitate a successful interaction.

If a request for a raise is denied, career

consultants advise that an employee should

suggest some alternatives such as extra

vacation days or stock options. If this is not

an option, employees should consider look-

ing for new employment where their financial

needs will be satisfied.

Employees willing to remain with the com-

pany despite the lack of a raise should ask

their employers what improvements they

can make in their performances. Positive

changes may result in a raise in a subse-

quent year.

Mr. Chapman suggests an exercise that can

improve the chances of receiving a raise. An

employee should sit down with his or her

How to Negotiate a Raise[by Karen A. Lefkowitz]

All lawyers attempt to master the art of negotiation. Although frequently they use the art to further the interest of a client, lawyers sometimes need to nego-

tiate for themselves. That is especially true when the goal is a raise.

Page 2: How to Negotiate a Raise

CAREER CORNER 1.800.973.1177

PAGE 2

boss and have the boss list what is involved

with the employee’s job and rate the position

on two scales: how well the employee is

performing each job duty, and how important

each duty is. The employee should fill out

his or her own version of the list. After the

two lists have been completed, both parties

should compare notes. Afterward, the em-

ployee should make sure he or she is from

this point forward on the same wavelength

as the boss. “This one thing will make an

employee stand out from the crowd,” Mr.

Chapman said.

Employees’ demonstration that they are

worth higher compensation should literally

eventually pay out.