Company Size: 20000-49999 (United States)

I have worked for the same company now for 6 + yrs and have moved up and being giving nothing but the highest regard. However for the past 3 yrs, my hours were cut from 40 to 30 along with other employees & now that they want me to go back F/T they want me to take it for 50 cents more. 10 more hours, 20 more hrs of work, then they will reduce the other employees hrs, so there's only 60 hrs in this whole office. Companies today know they have you by the tail & that you probably cant just go out and get another job right away becuase of the market. Your stuck between a rock and hard place with no where to go. Frustrated, proative employee living in a tourist town with no where to go from here. What does a person do?

No associate should be surprised when it comes to their end of year review.

As long as both the associate and manager are doing their part. You should be receiving regular periodic performance assessments. Including a mid year review for a detailed performance discussion.

At each meeting be prepared and engage in a fact based discussion. Each session should answer questions related to your performance as outlined in your annual performance objectives with written feedback.

"No raise due to budget concerns", this is a cop out answer and wrong. Budgets are just that, planned expenses. However, if this answer is provided, it fair to ask how that can happen? or Seek your next step options outside your manager. Many times it’s not if there was not enough money, it a matter of how those moneys were allocated.

Also evaluate your current salary to your department's market reference point (MRP) as this to can be taken into account. This becomes next assessment factor if performance ratings for associates are the same.

EXAMPLE:

Below is a simplistic look at a 10 associate department but represents the basic idea and order which raises could be assessed. Performance first then MRP, see that 2 associates may not be considered.

(APO) 1 to 5 rating with 5 being best.

LOW: 28,000

MRP: 30,000

HIGH:42,000

Connie current salary is 30,000 and rated 5 on 1-5 scale.

Eddie current salary is 29,000 and rated 4 on 1-5 scale.

Juanita current salary is 31,000 and rated 4 on 1-5 scale.

John current salary is 29,000 and rated 3 on 1-5 scale.

Betty current salary is 41,000 and rated 3 on 1-5 scale.

Not eligible due to poor performance:

Janice current salary is 41,000 and rated 2 on 1-5 scale.

Ralph current salary is 28,000 and rated 2 on 1-5 scale.

So bottom line:

Know, live and breath your annual performance expectations.

If not provided, ask for periodic written performance evaluations.

Keep in mind your salary in relationship to dept. MRP.

If you still feel your review and associated compensation is improper express your concerns and use your company policies or contact HR.

Get as much as you can with the initial job offer.

Upper management are reluctant to reward success in the future. VP of Manufacturing operates more politically than actual based on Performance indicators.

If possible get contracts negotiated in writing.

Demonstrate how you add value to the organization in Dollars

First of all, you have to have the credentials (i.e. experience and/or degree) to back you up. Then, longevity and loyalty to one company plays an important role. Dedication to your job is another. Before asking for a raise, make sure you are worthy of one. Another important factor is being able to negotiate. Starting at a higher rate, then be willing to work out a compromise and be happy with it. After all, they really don't have to give you a raise at all other than your annual increase.

It is very important to approach your supervisor with some hard data, such as what you think you are worth and why. Simply saying, I think I deserve a pay raise will never work.

Tell them that you got offered another job with a higher pay and ask if they could match the offer because you enjoy working for the company.

Just ask and wait. Do a good job and don't lose hope if at first you are denied. If you are valued, the raises will come. If not, move on.

Tried to negotiate when joining, but they said salary was non-negotiable.

Don't be afraid to ask. Just have ammo to back it up. The best ammo is day to day performance that leads to benefits your working group and company.