When giving out raises, Hall says he looks for the following:
Enelow’s top reasons that employees should receive a raise are based on:
Blair asks these key questions when evaluating an employee for a raise:
This task manager determines whether an employee is qualified by the following:
Before you ask your boss for a raise, do your homework and find out what the average salaries are for your job position (Salary.com is a good place to start). Asking is tricky because it can be a turn-off. These managers recommend the following:
“It can be an uncomfortable conversation, so having set periods for raises provides a target for the employee. Also, constant communication and feedback on improvement helps the employee and manager stay in accord as to how the employee is progressing.” —Task manager from Virginia
“It depends... on the person, the position they hold, how long they've been in that position and their work performance. Asking for a raise can be off-putting if someone has only worked at a company for three months and is only doing an "OK" job. Conversely, if someone has been with the company for six to nine months or more, is doing an excellent job and has built strong working relationships with both their peers and their supervisors, then it's fine to ask for a raise. In fact, I encourage it. If you don't manage your career and work to move it forward, who else is going to do it?” —Wendy Enelow
“It is all in the approach. If you reach out to your manager and say I need a raise because gas prices are going up, then that’s a turn-off. However, if you reach out to your manager and are prepared with examples of why you are entitled to a raise, it will open up dialogue.” —Jessica Blair
Feel entitled to a raise but not sure how to approach management? Use the tips below:
“The best case to build is through quarterly performance reviews and any customer/client feedback that the employee can document. Documenting significant accomplishments as they occur prevents the possibility that the employee or manager will forget. Treat performance reviews as your time to brag on yourself — a little bit respectfully, of course.” —Task manager from Virginia
“Be confident and provide specific examples of why you deserve a "yes." If the answer is "no" due to specific feedback or budget issues, ask when you can follow up with your boss to be re-evaluated. Also think out of the box. Maybe you can't get the raise due to budget issues, but how about two extra paid days off, a $50 gas card or the option to work from home two days a week?” —Jessica Blair
“The most important thing to know is that the employee must clearly and concisely communicate why they deserve the raise. You don't get a raise for doing your job. Rather, you get a raise for going beyond just doing your job! This has to do with the quality of your work, productivity, efficiency, cost savings, revenue capture... the list is endless. No one is entitled to a raise. Everyone has to earn them!” —Wendy Enelow
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