ASKING THE BOSS A TOUGH ONE

SEEK reveals how to maximise the chance of success when asking for a pay rise

RESEARCH YOUR JOB

Find out industry averages or what workers in the same role at rival organisations earn to gauge what someone with your skills may be worth.

Many recruitment firms, such as Hays, compile an annual salary guide covering a range of jobs in varying industries which are publicly available to download through their website.

Also look for similar roles to yours being advertised on SEEK to get an indication of what other employers are offering now.

OUTLINE YOUR REASONS

Employers are more likely to reward employees who have gone above and beyond in their job so prepare clear examples to demonstrate how you have done this.

Jot down instances when you took initiative, helped another team member, or directly contributed to a business win in the past year.

Write down achievements as they happen during the year.

Also keep in mind extra responsibilities you may have been appointed into or accrued. Once you have been performing at a higher level for several months, a pay rise may be warranted based on your track record.

TIME IT RIGHT

If you ask for a pay rise but it is company policy to only provide one at the end of the calendar year, you’ll get an automatic “no”. So suss out if there is a company policy on pay rises.

There may be a process or skill requirement workers need to follow if they are employed under an industry award.

Ask your manager, colleagues, or the human resources representative what procedure applies.

Timing the discussion during the week also may be important. Walking into the boss’s office an hour after a big client has pulled out will not go down well, nor will jumping on the moment a new client is on board.

Schedule a meeting into their calendar, ask to speak with them at a time which suits them, or raise it during a performance review.

AVOID BEING EMOTIONAL

Even if, in your research, you have discovered you are being substantially underpaid compared to workers at other employers, avoid being overassertive, aggressive or demand to be paid more.

Try using the phrase “I’ve been thinking about my performance this past year and how it might be reflected in my pay” to start the conversation off on an even keel.

Listen to your manager when they respond, and have an open mind. It can be an opportunity to set a plan of performance targets over coming months that will lead to a pay rise.

If more money is not forthcoming, ask for feedback on how to improve in the next year and take constructive criticism or suggestions on board.

Remember, it’s business, not personal, and your manager may want to give you a pay rise but does not have the departmental budget to do so.

BEWARE THE ULTIMATUM

Use a rival job offer with better pay from another company at your peril.

Your employer may counter with a matching or better offer to keep your skills, but if they do not believe you are worth it or do not have it in the budget, may happily say goodbye.

Certainly do not pretend there is a better-paying job offer on the table, as you may find you soon do not have a job to go to at all.

HAVE A PLAN B

There may be other work perks which could have financial or time benefits.

Being able to work from home and an earlier or later start time or finish may mean workers save money on carparking or public transport fees.

Think outside the square – for example, does using the work wi-fi save your own data allowance, saving you $10 in extra charges each month?

Perhaps guaranteed leave approvals for school holiday periods, granted ahead of staff who do not have children, can save out-of-schoolhours care costs.