MAN­AG­ING EX­PEC­TA­TIONS

HOW DO I GET PAID MORE WITH­OUT HAV­ING TO MAN­AGE A TEAM?

The Courier-Mail - Career One - - Front Page - email ques­tions to ca­reer­s_qs@news.com.au

DAR­REN BUCHANAN MAN­AG­ING DI­REC­TOR, HAYS QUEENSLAND

Se­cur­ing a pay rise doesn’t have to in­volve peo­ple man­age­ment re­spon­si­bil­i­ties. It’s about us­ing your ac­com­plish­ments and the value you add to the or­gan­i­sa­tion. Look at your re­cent achieve­ments. Do they ex­ceed your ob­jec­tives or orig­i­nal job de­scrip­tion? What ad­di­tional du­ties have you or could you take on? When it comes time to ask for your pay rise, fo­cus on out­comes so that you sup­port your re­quest with ev­i­dence of the ad­di­tional value you now bring. You may also want to have a fall­back po­si­tion. What about ad­di­tional an­nual leave, study or other ben­e­fits?

SINEAD HOURIGAN BRIS­BANE DI­REC­TOR, ROBERT WAL­TERS

Peo­ple lead­er­ship and man­age­ment is one clear path to ca­reer pro­gres­sion but de­pend­ing on your area of ex­per­tise, there can be many oth­ers. We are see­ing more or­gan­i­sa­tions evolve their think­ing around the fact that some em­ploy­ees are ex­cep­tional at their cho­sen field of ex­per­tise but are not in­ter­ested in or ca­pa­ble of lead­ing and man­ag­ing teams. These peo­ple are of­ten of­fered pro­mo­tions into more spe­cial­ist ex­per­tise-re­lated roles with­out peo­ple man­age­ment be­ing added into their re­mit. Also do your re­search us­ing the mul­ti­tude of salary sur­veys in the mar­ket.

JULIE FORD SE­NIOR EX­EC­U­TIVE CON­SUL­TANT, MCARTHUR

There are a num­ber of op­tions avail­able to you but they all in­volve in­creas­ing your ca­pac­ity and abil­ity to add value to the or­gan­i­sa­tion. Gain­ing or up­dat­ing your qual­i­fi­ca­tions is a good way to demon­strate your in­creased ca­pac­ity and ex­per­tise. This will in­volve an in­vest­ment in your ed­u­ca­tion but shows com­mit­ment to your em­ployer and cho­sen ca­reer path. Tak­ing on higher du­ties or pro­ject­based work will of­ten re­sult in an in­crease in salary with the added ben­e­fit of in­creas­ing your own skills base while as­sist­ing the or­gan­i­sa­tion to achieve its goals.

DR NERIDA HILLBERG DI­REC­TOR OF PSY­CHOL­OGY, FER­RIS MAN­AGE­MENT CON­SUL­TANTS

Lead­er­ship roles aren’t for ev­ery­one. There are a num­ber of ways to in­crease your re­mu­ner­a­tion with­out man­ag­ing a team. Speak with the per­son you re­port to and re­quest ad­di­tional re­spon­si­bil­i­ties. This opens a dis­cus­sion to have those re­spon­si­bil­i­ties re­mu­ner­ated. Pre­pare for the con­ver­sa­tion. Con­sider the KPIs you could at­tach to the ex­tra work­load in or­der for it to be eas­ily quan­ti­fied as value you add to the busi­ness. Also con­sider en­rolling in ac­tiv­i­ties that will per­haps of­fer a niche skill. This makes a case to jus­tify a pay rise.

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