Pay Rise Guidance

Certainly, there are some people who look forward to the performance review period, but the reality is that many of us dread the obligatory half-yearly talk about personal ambitions, as well as the pressure and scrutiny that accompany it.

Depending on your communication style and ability to promote yourself, you may find the evaluation process to be a complete breeze. However, many of us are anticipate an embarrassing situation which you would prefer to forget or avoid.

Your performance assessment will include questions on how to get a pay raise and how frequently you should receive a pay raise.

The answer is dependent on a variety of things, including your own performance as well as external circumstances that are beyond your control, such as your company’s financial state and tougher market circumstances.

That being said, the most important takeaway is that not receiving the raise you desire is not always the result of bad performance on your part. When you ask for a raise and are told no, it can be disheartening.

The good news is that there are actions you can take to help transform a negative scenario into a positive one in the future.

Review your Expectation for a Pay Rise

The importance of taking a step back and evaluating your contribution throughout the course of the year cannot be overstated. You must be honest with yourself and ask yourself, “Do I deserve a pay increase?

Have you achieved or even surpassed all of your objectives and expectations?

You have every right to be disappointed if this is the case, and you are in an excellent position to make an additional argument for an increase in salary.

If you’ve fallen behind on some of your objectives and key performance indicators (KPIs), a “no” shouldn’t come as a surprise.

Pay Rise Sign

Create a Compelling Argument for a Raise in Salary.

So…you presented your compelling argument to your managers on why you should receive a pay rise.

Unfortunately, after you have delivered your points, you are devastated to hear your supervisor reply, “I’m sorry, but we are unable to raise your wage at this time. Continue your good job and check back in six months.”

Rejection can be a bitter pill to swallow.

It takes a lot of confidence to ask for a raise, promotion, or other added incentive (such as an extra week of paid vacation or remote working privileges), so when your request is denied, it can feel like a hit in the gut.

While you’re deciding on your next step; whether it’s to start looking for a new employment, making a plan to learn a new skill which you may need, or just wait it out for a while, it is essential that you maintain you motivation levels and continue work with the same enthusiasm you had previously, if not more so.

Keep in mind, though, that remaining motivated can be extremely difficult no matter how hard you try to maintain a positive attitude. In order to maintain momentum after receiving a negative response, we recommend you follow these steps to keep momentum:

Step 1: Empathize with the Situation and Learn the Specifics

First and foremost, make an effort to understand the external reasons and pressures that your manager is experiencing.

If you weren’t provided with a clear explanation for the “no” during the original meeting, make a point of following up to find out why. During the conversation, use open-ended questions such as, “What factors are contributing to your decision?” You will discover much more about the situation this way than you would by asking only yes or no questions.

You may, for example, learn that your manager wants to replace a colleague who has recently left the organization and is not interested in having you take on the additional job. And, despite the fact that you believed you were being proactive in volunteering for the extra labour, it was not manager planned for or needed.

Understanding how the decision makers see the problem will provide you with clearer picture of the factors that went into their choice, which will eventually assist you in getting what you want more quickly!

Step 2: Proactively follow up and Brainstorm Innovative Alternatives

Part two of empathizing is seeing the scenario from your manager’s perspective and producing alternative which he or she would find more acceptable.

Begin by explaining to your boss that you are aware of the situation, this can be done in either during the initial meeting or in a follow-up note, so that your manager knows you understand where he or she is coming from.

Demonstrate from your reaction that you have not only shown appreciation for your boss’ transparency, but you have also taken proactive steps to remedy her concerns, demonstrating commitment, resolution, and tenacity in the face of adversity. Doing this will not go unnoticed by them.

Next you should create and discuss different perks and benefits alternatives to your initial request for a pay raise. You may find that these benefits are more practical or doable (and hence more likely to receive a positive response).

For example, if the company had a bad quarter and it was not in the budget to grant any raises, your manager might be receptive to enabling you to work remotely a few days a week in order to reduce the amount of time you spend on your long commute.

It would be at no expense to your company, and it would result in you having a higher quality of life—a true win-win situation.

Thinking about your request in a broader context, you’ll see that there are numerous ways to come out ahead!

Employee Brainstorm Session

Step 3: Make a Lasting Impression.

Knowing why your request was denied and having demonstrated that you understand and empathize with your manager’s reasoning, you can now channel your activities toward becoming an invaluable and unforgettable team member moving forward.

Make every effort to anticipate your boss’s needs before he or she asks you to address them or go the extra mile to offer outstanding outcomes that will make the entire team seem good.

It is far more likely that your management team will accept your future requests if you are engaged in valuable work that could not be completed without you.

Step 4: Find a Mentor

Having carried out the three initial steps, you will be ideally situated to enlist the assistance of a mentor.

Not only may a mentor provide you with encouragement and inspiration, but he or she may also be able to provide you with a new perspective on the reason your request was denied—because he or she has most likely been in your shoes at some point in the past.

It may seem insignificant, but having a different point of view can make a significant difference in your ability to remain enthusiastic, focused, and upbeat after hearing “no.”

Employee and her Mentor

Step 5: Establish Your Objectives

Approach your next actions as if they were independent projects.

When working toward a small objective, such as acquiring a new client within the next month, rather than a large one, such as boosting sales by 20% over the next quarter, it can be much simpler to keep motivated.

Setting reasonable yet demanding goals will assist you in concentrating on a single activity at a time and, more significantly, will drive your desire to succeed.

Every time you reach a new milestone, reward yourself with a small treat, such as dinner at your favourite sushi restaurant. Building on and enjoying each tiny accomplishment can assist you in maintaining your momentum as you develop.

Job Hunting?

If you are currently in the process of looking for a new job, then look no further than LTek Recruitment. We put an emphasis on finding the right job for the right person to bring about the best possible outcome for both parties.

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