Ask and you shall receive ... probably

Going beyond your job description is the way to rewards, writes Cara Jenkin

OVERACHIEVERS in the workplace are most likely to be granted a pay rise, but simply asking for one may give workers their best chance of all. The 2017 Hays Salary Guide revealed only 32 per cent of workers asked for a pay rise in the past year — up from 29 per cent the previous year.

The percentage being knocked back has also increased, from 12 per cent to 15 per cent, leaving the same 17 per cent with more in their pocket.

The guide shows almost two-thirds of the workforce has not asked for more money in the past year, yet more who did ask have received a raise than those who did not.

Stillwell Management Consultant spokeswoman Alexandra Rosser said workers who exceeded key performance indicators, or went beyond job descriptions, were the ones rewarded.

“Employers are going to be looking at someone who is prepared to ask for a pay rise and has done the research and pitch,” she said. “With the economy ... it’s not the time when a pay rise is being freely handed out.

“If you’re asking for a pay rise, the more you can quantify your achievements, the better.

“Put an actual number around what you’ve saved through efficiency, what revenue you’ve brought in, or extra clients to the business.”

Workers who could contribute to business strategy outside of their specific area were well placed.

“It may be identifying a technology that can be brought into the business; a new product or service; investigating a new geographical area or streamlining processes,” she said.

Workers who had uncommon yet in-demand talents and skills, regularly came up with good ideas and were eager to learn or put their hand up for opportunities also had a tendency to be rewarded, she said.

“Going in with a specific figure is a good idea. You’ve done the research and you’ve analysed what that figure should look like.”

She suggests asking for a higher figure from a desired pay range, as employers had a tendency to counteroffer close to the first figure suggested in a negotiation.

Hays’s Salary Guide revealed 75 per cent of employers expect business activity to rise this financial year, up from 70 per cent last year.

The likelihood employers will grant a raise has slightly increased — 89 per cent compared to 88 per cent last year — but two-thirds (65 per cent) of employers plan to increase salaries by less than 3 per cent.

Hays spokesman Nick Deligiannis said employees were savvy enough to compensate by looking at what else their boss could offer them.

“Employees want benefits that are relevant and add value (when) salary increases are sedate,” he said.

“With headcounts increasing, employers also need to review the benefits on offer as part of their attraction and retention strategy.”

Workers may not have much luck asking for a company car or parking subsidies, with fewer receiving those benefits in 2017 compared to 2016.

However, more workers are able to salary sacrifice, more are having private expenses reimbursed, and more are receiving private health insurance from their employer.

In terms of extra cash — more staff can access bonuses — 43 per cent of employers offer a bonus to at least half their workforce, compared to 39 per cent a year ago.

When it comes to non-financial benefits, most workers want more time off — 59 per cent would like more than 20 days of annual leave a year, while 55 per cent would like a day off for their birthday.

Career progression opportunities (49 per cent), financial support for study (38 per cent) and ongoing learning and development (35 per cent) are all benefits workers currently do not receive but would like to, and rate higher than on-site childcare (29 per cent) and free or subsidised food (34 per cent).