Does anybody here have experience with this? Some background: I got hired on at this place about a year ago. They'd initially interviewed me for another position in their department, but they hired internally, so I didn't get the job. However, a couple of weeks after that, they called back and let me know that an opening came up doing lesser work. I was hired and started at $17 per. Since then, there have been some bumps as I got used to working in a department dominated by women. There were things they didn't like, but I was promoted to another position within the department within four months. Now, about five six or seven months later, an opening has come up in the same position they'd initially interviewed me for, so they plan on moving me into that spot on July 1st. I will have been there for one year at the end of July. I'm positive that the other people who work on my current team are paid more than me, and I'm even more sure that the same is true of this new position. So, I ask you all: Is it time for me to seek a raise? If so, how much should I ask for and how should I go about doing it? Thanks!
Dont ask for a specific number. Just ask IF there is a raise as part of this move/promotion from one dept to another.
Reasons for a raise often include; New title Increase in Responsibilities Added Training You've added tremendous value to the organization Seems like at minimum your headed for a new title. So Benchmark what a person in that position would normally make in an organization of equal size, location, employees, and budget. And ask for it upon receiving the title and responsibilities. I think that's fair. As far as how to ask for it. I always find it valuable to make a case. Let them know what you accomplished within your job description, let them know what you accomplished outside of your job description, and let them know what value you will bring to the new position. And if necessary, give them proof of the salary your new title commands in the market place, or within the organization itself from your benchmarking process. Most organizations have a salary structure based on title and experience to bring equity and structure within the organization, but it may be an unwritten thing, so understanding what that might be helps lay some groundwork for your expectations. Good luck. Key is to ask. Most people are afraid to ask. That said, I've had tremendous success myself just doing the work and being compensated without asking, but you need leaders who are willing to recognize that. If it's a title change and a responsibility change, it's reasonable to expect an increase.
There are a couple things to consider: -Never ask for a raise for personal reasons. Your company doesn't care that your rent went up, or your kids are going to college, and that is not a reason they should give you a raise. -Treat asking a raise the same way you'd treat asking for funding for a project for the company: make a business case. Explain the reasons you should get a raise, such as more responsibility, more work, etc. Turn the conversation into why it is in THEIR interest to pay you more. They should pay you market rate or better for your experience and work to keep you as a valued employee, etc. -Bring up the conversation one on one, but actually write out the reasons. Make a list: My position is responsible for 20% more widgets. My position now manages 2 more resources. My responsibilities have grown from A to A+B. -What other people make should not be the first thing you bring up, but you can ASK if your position's wages are in line with the MARKET for your level and responsibility (don't ask if you are making as much as your coworkers). Do some research yourself and benchmark using tools such as glassdoor.com or salary.com. If you are grossly off the chart, bring up the fact that you merely want to be bench marked to the market for your responsibility and performance. -Timing matters: Make this case right BEFORE your management team goes into any kind of annual review process that may exist for wages, raises, and promotions. It is often much more difficult for your managers to get you more money in "off cycle" cases, but if they know before they go into the review process, they can often get you more than they otherwise would have.
Even if things are off cycle, putting the fact out there gives you some notice and respect as long as you don't pester your manager about it. The advice above is solid and you can also ask the manager for feedback on what you could do to improve to match expectations for your next position. That way your perception of personal performance is aligned with others around you. It depends on your relationship with your manager and your previous ones. Getting the manager on your side helps make it so that he/she will work on your behalf to make you satisfied. Company wide raises are sometimes difficult since they will pit your % raise amongst other people inside the company rather than your industry peers, so a business case is needed to break that information asymmetry. As for what you should ask, go for what you think you're worth in the market. If you're the modest type who doesn't complain, pad it up 20% since you might not show firmness on the offer through body language or elsewhere. Think what you think is fair and work higher above it. I've debated about giving a number and not giving a number before, but in my prior experience, not giving a number has left me pretty dissatisfied. Getting over that uncomfortableness while not appearing too aggressive is a skill to be learned. Otherwise, you'll have to resort to getting a competing offer which has its own nasty issues in itself and should be used as a last resort.
