- Publish Date
- Thursday, 6 July 2017, 12:33PM
If you want one, you’ve got to ask for one. Here are some tips:
○ BE PATIENT: You can’t expect to be given a rise every time you hit a new goal—and you could wear out your boss by asking too soon. A good rule of thumb? Wait for the one-year mark of when you were hired or last promoted.
○ MAKE YOUR CASE: Yes, you should ask—but you should also persuade. If your company doesn’t offer an annual review, ask if you can have one. Use that meeting to provide the reasons you deserve a rise. Outline your accomplishments over the year, point out the ways you’ve gone above your job description, and highlight the projects you want to take on in the future that also go beyond your official duties.
○ ASK FOR FEEDBACK: Be confident, but also be willing to accept criticism. In fact, you should ask for it. If you request an honest assessment of your performance, it will show your boss you’re serious about your role on the team.
○ HAVE A NUMBER IN MIND: Don’t just ask for a rise in general—specify the increase you would like, either in dollars or in terms of percentage. And make it clear you’ve done your research. Ask mentors or check out career sites to see what others in comparable positions earn. If you’re being underpaid, show that you know it—diplomatically.
○ DON’T BRING IN YOUR PERSONAL LIFE: Keep it professional. You may need extra money to cover unexpected expenses, but your boss doesn’t need to hear that. Rises are given out based on merit and your impact on the company, not life circumstances. Keep the conversation business-focused.
○ BE GRACIOUS: Remember to thank your boss for her time. She has plenty of other things going on and the meeting and subsequent follow-up will take up precious hours of her day. And if she says no, don’t be discouraged. Express that you understand—and ask if you can have another performance review in six months rather than a year.