One of the most interesting conversations between company employees and their direct superiors is related to salary conditions and how these could be improved. That is why it is key to understand how to strategically and intelligently develop this request, especially if what is sought is to generate empathy and a good connection in order to achieve an affirmative response.
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Knowing the current state of the company and what its strategic goals are is the first step to knowing if it really is a good time to enter into a negotiation process. Likewise, a determining factor during the conversation is to demonstrate, more with actions than with words, if through day-to-day work, added value is being generated for the company and with this, it is contributing to the fulfillment of its objectives and goals.
Second, it is important to prepare the ground to demonstrate that the person has the organization’s shirt on, that is, that he lives its culture, that he enjoys an excellent relationship with his co-workers, that he fully identifies with its values and, in words, more, words less, which is a true internal ambassador of the brand. This will be a plus for the conversation, but it must be handled carefully and tactfully, because it is not about listing the reasons that confirm how good the employee is, because if true, the others, including the boss, will to see, feel and perceive without the need to brag about it.
Third, today companies must get out of the box and need not only people who find errors, but who are able to transform them and turn them into opportunities for improvement and change until they achieve something good thanks to the development of actions that generate greater innovation. Therefore, having leadership, adaptation and resilience skills that allow seeing the glass not always half empty but also half full will add up good points.
By analyzing the above points and answering the following five questions, anyone can prepare to ask for a salary increase and, ideally, not fail in the attempt:
1. How have I matured my role or how have I made it evolve?
2. What higher level responsibilities am I assuming at the moment?
3. How am I making my work more efficient, generating greater profitability or savings for the company?
4. Have I developed new skills that position me as a leader?
5. Am I able to have a greater leadership role in my area of work, do I take into account that I feel more empowered, have more assertive communication, know the stakeholders well and am developing a more strategic planning?
In general terms, the most important thing is that the employee is prepared to have this conversation and is encouraged to request a salary increase, not to prove who he is, but to confirm why he deserves it with concrete and tangible results.
*There is no ideal time to make this request*
More than a defined time to have this conversation, it is key to demonstrate good results and these do not happen overnight. First, you have to measure the learning curve; second, be totally adapted to the company; and third, demonstrate in figures and data that excellent KPIs are indeed being given, but in a constant and continuous manner.
Likewise, everything will depend on the trust that the person has with their boss or superior, since not all leaders can be talked to in the same way. However, if it is about generating empathy and connection in that conversation, it is important to speak clearly, concisely and directly, in addition to being prepared to receive good feedback, be it positive or negative, and to be very clear about the reasons for this. request to justify them objectively.
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Finally, out there they say that “the face of the saint performs the miracle”, so since it is a serious and determining issue for the interests of the employee, it is recommended to make this request face to face; and if an affirmative response is obtained, thank them in writing and reconfirm the matter by email.
In summary, it will always be key to speak without hesitation or detours about how much you want to earn more, argue the reasons and be transparent. At the same time, demonstrate the way in which added value is being generated for the company and how work is contributing to the fulfillment of strategic objectives and goals.