How to ask for a Pay Raise

Asking For a Pay Raise

Asking for a pay raise might not be easy for you, just as it isn't for most. Even if you eventually muster the courage, there are no step-by-step instructions, sure ways of asking or "magic pills" that guarantee your success. However, following the guidelines below might at least increase your chances.

Asking for a Pay Raise Guidelines

• Before asking for a pay raise, it's important to know that many companies don't grant pay raises to most employees except during employee-review cycles. Additionally, many companies pay competitive, industry-standard wages, which they periodically adjust for cost of living. If you work for one of these companies and you ask for an "out-of-cycle" pay raise or more than the industry standard for your position, your chances for success are likely to be slim.


• Check your employee policy manual (or similar document) for information related to asking for a pay raise.

• For example, if a policy states how to go about it, then follow it to the letter. But if a policy unconditionally states that your employer will not grant an out-of-cycle pay raise, it might be a good idea to stick it out until your next review and request a better-than-usual pay raise. Asking for such a pay raise will probably go over better than trying to buck the system.


• It's not a good idea to justify asking for a pay raise by simply stating, "I need the money." It's a much better idea to prove that you deserve a pay raise, by emphasizing your value to the company. Documenting your accomplishments is a good way to do that. For example, you might include your accomplishments in a "presentation" to show your boss, a "cheat sheet" to refer to while negotiating your pay raise, or a letter asking for an appointment to discuss it. Be specific, use examples, and include impressive things like:
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• Revenue you've earned
• Money you've saved
• Customer satisfaction you've achieved
• Tight deadlines you've met or beat
• Solutions you've implemented
• Products or services you've improved
• Initiative you've demonstrated
• Extra hours you've worked voluntarily


• Consider asking for more responsibilities to justify your pay raise. That'll go over better than simply asking for more money, especially if your current responsibilities don't require you to do much above the call of duty and your employer thinks that you're adequately paid.


• Command a pay raise, don't demand it. For example, you might tell your boss that you'd like to know what you can do to increase your salary or hourly wage in the near future, instead of insisting on a pay raise for your past accomplishments.


• Think twice about threatening to quit if you don't get a pay raise. It rarely works. No matter how valuable you think you are to the company, don't make the mistake of thinking that you're indispensable. Eager beavers willing to learn your job for less pay are almost always waiting in the wings. If you do quit later for lack of a raise, be careful what you say in your resignation letter so it doesn't bite you down the road.


• Have a reasonable figure in mind (e.g., from salary surveys) and prepare to negotiate. Be nice but firm when negotiating, and don't get emotional. (Remember, it's business, not personal.) If your employer doesn't grant you a satisfactory pay raise, try negotiating concessions such as performance-based bonuses, or extra paid time off, perks or benefits. Whatever you succeed at negotiating, ask for it in writing with authorizing signatures.


• Follow the chain of command when asking for a pay raise. For example, if your immediate boss is a supervisor, don't go over your boss's head to the department manager. Instead, approach your immediate boss first and let him or her tell you the next step.


• A meeting is likely to be more effective than a letter asking for a pay raise. A letter is an inflexible, one-way communication, making it easier for your boss to say no. A meeting is a flexible, two-way communication, that will allow you to present your case as required and overcome objections on the spot. However, a letter will allow you to organize your thoughts, accomplishments and such before presenting them. So, you might consider some combination of the two, such as a letter that highlights your accomplishments to justify your request in the same letter for a pay-raise meeting.

Source: about.com

Job-Hunters: Dress for Success

When Job-Hunting: Dress for Success

by Randall S. Hansen, Ph.D.

It's probably one of the most overused phrases in job-hunting, but also one of the most underutilized by job-seekers: dress for success. In job-hunting, first impressions are critical. Remember, you are marketing a product -- yourself -- to a potential employer, and the first thing the employer sees when greeting you is your attire; thus, you must make every effort to have the proper dress for the type of job you are seeking. Will dressing properly get you the job? Of course not, but it will give you a competitive edge and a positive first impression.

Should you be judged by what you wear? Perhaps not, but the reality is, of course, that you are judged. Throughout the entire job-seeking process employers use short-cuts -- heuristics or rules of thumb -- to save time. With cover letters, it's the opening paragraph and a quick scan of your qualifications. With resumes, it is a quick scan of your accomplishments. With the job interview, it's how you're dressed that sets the tone of the interview.

How should you dress? Dressing conservatively is always the safest route, but you should also try and do a little investigating of your prospective employer so that what you wear to the interview makes you look as though you fit in with the organization. If you overdress (which is rare but can happen) or underdress (the more likely scenario), the potential employer may feel that you don't care enough about the job.

How do you find out what is the proper dress for a given job/company/industry? You can call the Human Resources office where you are interviewing and simply ask. Or, you could visit the company's office to retrieve an application or other company information and observe the attire current employees are wearing -- though make sure you are not there on a "casual day" and misinterpret the dress code.

Finally, do you need to run out and spend a lot of money on clothes for interviewing? No, but you should make sure you have at least two professional sets of attire. You'll need more than that, but depending on your current financial condition, two is enough to get started and you can buy more once you have the job or have more financial resources.

Hints for Dress for Success for Men and Women
Attention to details is crucial, so here are some tips for both men and women. Make sure you have:

• clean and polished conservative dress shoes
• well-groomed hairstyle
• cleaned and trimmed fingernails
• minimal cologne or perfume
• no visible body piercing beyond conservative ear piercings for women
• well-brushed teeth and fresh breath
• no gum, candy, or other objects in your mouth
• minimal jewelry
• no body odor

Finally, check your attire in the rest room just before your interview for a final check of your appearance -- to make sure your tie is straight, your hair is combed, etc.

For more great articles, please visit:

http://www.quintcareers.com/

New graduates: Negociate your salary and benefits well!

Many people feel anxious and uncomfortable when the time comes to negotiate salaries and benefits. When looking for work try to leave any serious talk about salary until as late in the recruitment process as possible. You will be in a much stronger position if the employer is keen to employ you.

How negotiable are graduate and entry level salaries?
Salary negotiation can depend upon numerous factors including the position, the hiring person, the organisation or company, your perceived value and your experience.

• Entry Level and Graduate Positions have salaries that are either set or have defined salary ranges. The range may be as much as $3000 – $5,000
• Mid-level Positions typically have salary ranges and benefits that are more open to negotiation.
• Higher-level Management and Executive Positions offer the greatest negotiation opportunities, and may build in benefits like company cars, share options, etc.
• Government Positions have relatively set salary scales that are based upon education and experience. Often salaries are negotiated collectively, for example through an Enterprise Agreement.

What to Research?
Market Trends
Information about salaries can be gathered from a variety of sources:

• Job advertisements
• People who work in the industry
• Other job seekers and people you know
• Recruitment agencies and recruitment professionals
• Professional associations
• Internet resources

What Am I Worth
There are a variety of factors that influence what you are worth:

• Your aptitudes, skills and experience
• The value you can add to an employer in terms of objective criteria
• Your needs in terms of living requirements
• Your ambition

Use this information to determine an acceptable salary range. For a graduate position a range of $5000 would be suitable, eg. $33K to $37K.

Remuneration
Remuneration takes into account both salary and other benefits. Consider the complete package in the salary negotiation process. Some examples of benefits include:

• Flexible hours
• Company vehicle
• Share options
• Study support in pay and or leave
• Payment of professional memberships
• Additional superannuation contributions

Salary Negotiation Tips

• Show confidence and be prepared to support your worth
• Do your research before you negotiate
• Be honest about your skills and experience
• Let the employer mention the salary first
• Only discuss salary when you know the employer wants to hire you
• Request time to consider a salary offer, ask for a day to think about it
• Remember to look at the complete remuneration and opportunities the employer has to offer
• Once you have agreed on salary, ask for it in writing