You may have heard the inspirational phrase, “If you don’t ask, the answer is always no.” But what if you do ask, and the answer is still no? Particularly when it comes to asking for a raise, that is not the desired outcome, especially because it will likely be a while before you work up the courage to ask again.
Thankfully you can get it right the first time by knowing how to ask. To help you get that “yes” you’re looking for, we’ve compiled several “don’ts” to remember.
“Do you volunteer for projects? Have you taken responsibility beyond your current level of pay? Describe these objectively to speak appropriately on your own behalf.” – Ashley Leonard, President and CEO of Verismic
1. Don’t come to the table empty-handed
Gathering the courage to ask for a raise is difficult – but as momentous as it seems, the simple act of asking will not get the job done for you. You need to come armed with information, facts and proof points that you deserve the extra pay, says Jennifer Doran, consultant program manager at IT staffing and services firm TEKsystems in Hanover, MD.
Relevant information can include accomplishments you’ve achieved for your team or the company, or responsibilities you’ve taken on outside your normal role. “That might give your manager pause to think maybe an increase is warranted based on that new information,” Doran says.
Don’t assume your boss has this information at the top of his mind, says Ashley Leonard, president and CEO of Verismic Software. “Make sure you have strong points that justify the raise,” he says. “Do you volunteer for projects? Have you taken responsibility beyond your current level of pay? Describe these objectively to speak appropriately on your own behalf.”
2. Don’t aim too high
You should also know the dollar amount you’re asking for, Doran says, to validate a compensation range. This means researching your market value by talking to recruiters and people in the industry. “Make sure your expectations are realistic, that your request meets the role you’re providing to the organization,” Doran says.
In other words, know your worth, says Tyler Mikkelson, team lead at technology talent recruiter Mondo in Chicago. “Be prepared to discuss how much money you saved the company, how much revenue you generated, new leadership tasks you’ve taken on,” Mikkelson says. “Facts and figures will go a long way.
Researching the compensation of your industry peers can also keep you from asking for an exorbitant amount, Mikkelson says. Merit increases are usually 2% on the low end and 7% on the high end, he says. “Asking for 10% or 20% will make you look foolish,” he says. “That’s a promotion, not a raise in your current role.”
To find out the remaining tips, visit networkworld.com