6 Burning Questions About Salary Answered

If you’re like most people, talking to your employer about your salary is intimidating. You might even avoid it altogether, simply because you’re unsure how to raise it or because you worry about how your manager will react. But with annual performance evaluations coming up for many people, now is a perfect time to get over your fears and talk salary!

Here are six common salary questions, demystified.

1. How can I figure out what I should be earning?

The most obvious way to figure this out might seem to be to consult the many websites that provide salary information. However, many job-seekers report that these sites don’t account for the fact that job titles frequently represent wildly different scopes of responsibility. More reliable methods include:

  • Asking other people in your field for their opinion. Most people don’t want to be directly asked what their salary is, but you can bounce figures off them and see how they respond. Do they think the number you mention is about right, or does it seem too high or too low to them?
  • Asking professional organizations in your industry. They often do periodic salary surveys they can share with you, and even if they don’t, they can often give you general information about what range to expect.
  • Looking at similar positions on online job boards to see if salary ranges are listed.

Remember that you’re looking for patterns and trends to inform your thinking; you’re not after one specific figure. That’s especially true because salaries are only one piece of a compensation package; many companies factor in other elements as well, such as benefits, bonuses, and quality of life issues.

2. What if my coworker is earning more than me?

It’s frustrating to see someone earning more money than you for the same work. But  people’s salaries vary for all sorts of reasons: one person was a better negotiator than the other when first being hired, or the job market was tighter when she was hired, or she has a particular degree or skill set that the company rewards, or the budget for her department is different than yours, or her boss is a nightmare and the company pays people working for him a premium.

What you want to focus on is getting the pay that you deserve for the work you’re doing now, totally independent of what your coworker makes.

3. When is the best time to ask for a raise?

If you’re thinking about asking for a higher salary, make sure you’re able to point to a sustained track record of accomplishment. After all, a raise is recognition of a job well done, an acknowledgement that you’re now contributing at a significantly higher level than when your salary was last set. A raise says, “Your work is now worth more to us.” So you need to make sure that’s true before you make your pitch.

And of course, make sure you’ve been on the job long enough to request a salary review. In most cases, you want to have a solid year of work behind you. Ideally, you also want the company to be in decent financial straits; when employers are going through a rough financial time, they’re looking for places to cut costs, not add them, so you want to be sensitive to that.

4. How do I make the request?

Think about what you can point to that shows you’re bringing increased value to your employer. What achievements did you have in the last year? You can also try pretending that you’re your own manager and ask what about your performance would really impress you, or what your manager should be upset to lose about you if you left.

When you can, it helps to provide details to support your case. For instance, maybe you can show a file of compliments you’ve received from customers. Or maybe you can show that your idea increased revenue by X dollars, or that your productivity rate is twice the average rate.

It also helps to rehearse what you’re going to say ahead of time. For instance, you might open with something like this: “This company has been wonderful about rewarding my performance with increased responsibilities and more challenging work, and I’m really appreciative of that. However, I’ve been performing at a high level for a while now, have consistently exceeded my sales targets, and have played a key role in mentoring new staff as well. I’d like to talk to you about adjusting my salary to reflect these contributions.”

5. Will my manager react badly if I ask for a raise?

It’s perfectly normal to ask for a raise when you’ve earned one. If your request is reasonable and backed up by your value to your employer, a good manager isn’t going to react badly, even if she can’t say yes.

If you’re anxious about this, it’s helpful to understand what your manager is likely going to be thinking. Typically, when a staff member asks for more money, this is what goes through a manager’s head: “Is this reasonable? Am I going to lose this employee if I say no? Where would this put her salary in the larger context of our overall salary structure? And most importantly, how valuable is this employee?” Managers are much more willing to go out of their way to accommodate someone fantastic who they don’t want to lose—and much less likely when the request comes from someone they’re lukewarm about.

6. What I ask for a raise and get turned down?

If your boss turns you down, ask what you would need to accomplish in order to earn a raise in the future. A good manager will be able to show you what a path to a raise would look like. Then it’s up to you to decide if you want to follow that path – and remember to revisit the subject once you do!

 

Alison Green

Alison Green writes the popular Ask a Manager blog where she dispenses advice on career, job search, and management issues. She's also the co-author of Managing to Change the World: The Nonprofit Manager's Guide to Getting Results and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.

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  • http://karlsakas.com/ Karl

    Great advice about how to structure the conversation!

    I’ve recently noticed people trying to negotiate a soon-after-hire raise based on their financial need (a friend’s boyfriend telling the boss he needs an extra $300/month, or a coworker saying she now needs $X to get a mortgage). Sorry, but if you’ve accepted the job, you’ve accepted the salary.

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    Alison Green - Ask a Manager Reply:

    Yes!  And any negotiation for a raise has to be based on your value to the company, not your personal expenses. 

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  • http://www.blurbpoint.com/link-building-services.php Link Building Services

    True saying that generally people who talk about their salary should know own self before that why his/her salary is less than other and what they can do to raise it. But now a days what happen that employee first show their performance and then demand for the salary rise but they can’t get. As this is because what raise about the employee think , is not actually raise of the firm. So that first now employee has to think about the firm and if they accept this  thinking then naturally they will found themselves growth with the firm. Thanks for such encourages article that will make the employee waking up from the wrong thoughts about the salary rise.

    [Reply]

  • http://515crackofdawn.blogspot.com/ Adam

    Great advice. Thanks! I don’t know a person that doesn’t struggle with this. One thing I notice often about this type of advice is that it always suggests that you point to your value, your sales targets, the idea you had that saved money or some other quantifiable data that has to do with money that reflects your contribution and value to the organization. But in a lot of cases people don’t have such concrete numbers they can point to so their case for a raise is a lot harder, which leads to more anxiety about asking for a raise. In cases like these I recommend getting your job description from when you were hired and looking specifically at what else you have been doing in addition to what you were hired to do. Bring that list with you to the conversation. Also, it’s even better if there are things you started doing on your own or volunteered to do. Then you can point to those accomplishments when you can’t point to how you saved/earned the company money. 

    http://515crackofdawn.blogspot.com/

    [Reply]

    Alison Green - Ask a Manager Reply:

    It’s definitely hard when you can’t point to numbers, but a great question to ask yourself is: What have you been accomplishing in this job that someone else might not have?Have you done an unusually good job, one that impressed your boss and coworkers and made them devastated to lose you? In what ways?For instance, maybe you introduced a new initiative that led to increased visibility for the company, or maybe you did the work of two people after someone left and wasn’t replaced. Maybe you’ve the only person in your department’s history to meet all deadlines for three years in a row. And so forth.

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