How to ask for salary increase: the growing demands vs reality

Projected growth of wages for a number of industries modest than last year …

Projected growth of wages for a number of industries modest than in the past year. How to argue increased c Given the realities of post-crisis?

increase in wages - the motivation for which this year may flare serious struggle. Because the number of employers, who in 2010 will be ready to take such a step could be reduced by half.

A respected specialist I diligently worked tirelessly, but surprisingly not talked about raising. I already own with the head of department on work with the staff talked about how to translate it to the position higher. When an employee has finally matured and come to my office with the phrase: "I need a serious talk with you" - and started talking about upgrading, I immediately said to him: "Well, finally you came to me on this issue." The history of the practice, told the founder of a group of companies Sport-Life Dmitri Ekimov, represents the ideal case of mutual understanding between the manager and subordinates, when an employee is adequate in assessing their strength, but a leader does not ignore his achievements and encourages an increase in subordinate positions or salaries. However, the reality is often far from perfect. Often, management does not take the initiative in this matter, and subordinates, tormented by fear of the authorities, can not competently and arguments to present their request to increase.

In difficult economic conditions, the situation may further worsen. Competing teams will always grow, and the priority of material motivation for the employer - to go by the wayside. According to a recently released study on "Current problems in personnel management, conducted by TOTAL HR Consulting, where last year"s issues of material motivation, which is an increase in wages and the adjustment of benefits /compensation, were valid for 32% of HR-directors and top managers of companies, then in 2010 the figure dropped by half. In general, employers are going to more balanced approach to raising wages and career personnel. Accordingly, seeking improvement will be more than willing to convincingly argue their desire growth.

Only facts

"Dmitry Ivanovich, hello. I would like to talk to you ... You know, I work for the past two years, and during that time I was never raised salaries. Although virtually all of my colleagues are more than me." - "This is how, and why should I raise your salary? Argue their request. Good to have you done for us apart from the fact that working for two years and are performing their primary duties?" - "Well is not that enough?" - "Not enough, my dear." In the above situation that occurred with one sales manager, I"m sure many recognize themselves and sympathize "darling", which is actually not such a bad employee, and performs many functions beyond their duties. However, he failed to competently argue his request, as scrupulous not prepared to talk.

most important step in preparing for "expedition" in the cabinet chiefs should be an analysis of its work and achievements in professional activities. To initiate any personnel decisions employee is important to rely on objective information, specific facts, reasoned premise. If there are none, request to upgrade failed.

List their successful projects, emphasize that the improvement in the company due to your efforts, as increased volume, increased range of services, improve service, increase safety, reduce losses, etc. By the way, do not forget to remind those "services "that you regularly provides leadership, but are not in your direct responsibilities. For example, if being a sales manager you are dealing with the press (in the absence of PR-department) or at the request of the chief are acting in the negotiations as an interpreter in a conversation about improving and it is worth mentioning about this.

So, look, and stated in writing it, what duties you perform and what you are doing over these duties. Rate the amount that you can still do, for example, reduce costs, increase revenues, improve technology, and ask for additional pay specifically for this work.

"At my previous job, I brought a business plan to expand production and offered it to her boss. It was expected that the new unit will provide benefits within four months. your boss I said:" If I reach these indicators, you increase my salary by half and reimburse the difference in previous months. "In the end, I do not have lasted until the targeted 17%. Although I still increased the salary of 1.8 times, which also had a good result. In addition, compensation was a very nice addition to the summer vacation, "-- says Ashot Harutyunyan, director of marketing and development company "Bureau Veritas Certification.

It is important to define the rules of the game early in labor relations and not only understand the expectations of management, but also to clearly capture all the specific tasks that are before you raise, and in what time frame they need to achieve."Define the term, after which you can analyze the situation, to draw concrete conclusions, and the most basic, to assess the qualitative and quantitative indicators, and only then initiate the decision to change the position or material encouragement", - said Alexander Stupka, Director of Personnel Management VAB Bank.

Where? When?

"Dear girls, I congratulate you on March 8 and I wish great achievements in your professional life. And be sure: our company will always be glad to help you with this!" These words of greeting the Chief 27-year-old Julia assimilated literally and immediately after his solemn tirade came to him with the words: "Oh, you know, I just wanted to talk to you about your progress ..." Surprisingly, the head, instead of support Julin initiative, said the restraint that the holiday is not the best place for such talks, and proposed to move the conversation to another time. To this conversation, he never returned. From this history, occurred in a small law firm in Kiev, it should be one rule: do not start talking about improving your on a night out. Nothing but irritation of his boss, you will not get. Even if he is in a good mood when your first words from his complacency will evaporate. The most convenient place for such a conversation - the cabinet head. There, he feels its territory. Although, if you"re with your boss on a short leg for such a conversation could go any place.

to request a salary increase most logical times a year when there is a planned increase in wages, advises Ashot Harutyunyan. Although it all depends on the situation, and wait for a whole year does not necessarily. Experts advise to start a conversation with the leadership of a pay raise or a position after the employee has successfully implemented the project or any of its obvious achievements. Then the request for allowance will look quite fair, because the employee has not only coped with their official duties, but also brings additional value to the company.

As time conversation, many leaders have themselves led him to advise them in the afternoon, when the chief was the first morning job stress, and after dinner he was in good spirits. "On the eve warn your boss that you would like to discuss with him some important questions, and ask them to give a couple of minutes. When your boss to agree to a meeting, prepare their arguments, why now you deserve improve", - says Natalya Gaidukova, Chief HR company Interchim.

Prepare the soil in advance

Almost every team is so-called approximate person - the Secretary or any other employee, who is on good terms with management. If this do you have friendly relations with him, you can try to work through it. Talk about your intentions directly, and only he /she will try to convey to your bosses hope to raise as much as possible diplomatically, thereby preparing the moral boss to talk. If the "gray cardinal" is not your friend, a diplomatic approach will work out to you, gently hinting about his desire. Be sure your intentions reached the ears of leadership.

Often previously unnoticed Officer arouse interest from the boss after it receives a job offer in another company. In such a situation, leadership is beginning to follow the principle of "zasvatannaya girl all need" and thinking that perhaps underestimated his subordinate. It is not just for competitors to pay him more. So if you feel that you underestimate, try to determine its market price, send resume to other companies. Even if you have no desire to change jobs, it will help you to "lay down their own worth and to understand, so I really do not deserve a promotion or salary. Thus, the time of the conversation with the boss you will have another trump card. If your leadership is interested in you, you will get a raise, but if not, then the retreat is provided to you - you can go to a new location. Having chosen this tactic, it is not tempted to blackmail the authorities. After all, the boss may decide that you were too expensive, and "give" your competitors. And then you really have to resign, even if initially you"re just bluffing.

were!

often head for various reasons, can not satisfy the request of the employee. Thus for some failure to improve could be a major factor demotiviruyuschim. Therefore, the Chief must save the cycle, clearly substantiate the reasons for refusal. To minimize the negative effects, need to inspire people, make it clear that you believe in him and that, trying to, he can achieve what you want. In this connection, it should help the employee understand the error and correctly prioritize.

denying the employee, a manager can appeal to concrete results, which he achieved. Also, if the increase is due to the impossibility intracorporate causes the suspending tangible and intangible motivations, it is also important to explain the slave.

Stupka, Alexander tells of how, failing to request staff to raise, not demotivirovat it, but the opposite - inspire self-improvement as a professional: "As one of the companies in which I worked before, there was the principle of performance-appraisal . Every six months, the immediate supervisor conduct the certification of their subordinates. According to her results to decide on the need to increase salaries, or promotions. to one of appraisals, I came very prepared, and at that moment I felt that I could pass it without problems. Persistently prepared, but I was unlucky: while the results of my work and satisfactory, the desired increase I was not received. But my boss was able to both correctly and professionally explain why appeal to the concrete results and to demonstrate such a high level of managerial skill, that I was not demotivirovan . I clearly saw for themselves that it is completely objective assessment and that it was more of a work. The result was not long in coming, and the second time, passing certification, I was able to get a promotion. "

Many experts agree that a subordinate should just talk about his work in the company as a whole, to discuss the achievements and gaps. In this conversation you will fall into place. And if indeed a subordinate had a lot of shortcomings in the work, he will understand that it is too early to expect a big salary or a higher position. But, as a rule, always asks about improving the one who really deserve it.

holds barred

not be done, deciding on the request to increase

• blackmail leadership. Officer, using his exclusive (only I can perform this function "), may be willing to bargain with management. But it will bring short-term effect. Since then, such people are already quietly looking for a replacement.

• complain to the authorities for excessive amounts of work. Arguments like "I have been working for two years, had never been on vacation and never took a sick" or "I spend every weekend in the office, as a rule, nothing but irritation is not caused.

• compare themselves with their colleagues: "Masha works as much as I do. But it raised the salary you, but I do not." Making such statements, you demonstrate that you have no sense of team, but there is a feelingbc0of envy. Accordingly, at the helm of declining trust in you.

• offense in the manual. Even if your request is refused, do not take it as criticism. This is just a criticism of you as a specialist, who should work harder on themselves.

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