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Negotiating Higher Pay
Raises at my company
Talking about pay is kinda taboo in my company, so specifics are hard to come by. From what I've been able to understand however is that annual increases are expected and usually given. Based on my experience and observations:* Merit pay increases range from 3% (for those who meet expectations and stay out of trouble) to 4% (For those who show initiative and accept leadership) to 5% (for those who consistently go "above and beyond"). * A co-worker who earned a 5% last year routinely works unreported overtime in order to reach her goals. She's slowly showing signs of burnout though.* The company's Vice Presidents makes merit increase decisions based on the following: how much salary money is left in the budget at end of fiscal year, the employee's written self-evaluation, the supervisor's written evaluation, employee-of-the-month nominations received, and the employee's quantitative productivity statistics.When it comes to negotiating salary, I keep in mind that almost everything I do day-to-day fits into a goal of doing the best I can on the annual review. To that end, I volunteer for extra committees and offer to help organize special events, I let my supervisor know my personal goals and frequently ask for his feedback, I attend as many trainings as I can, I track all my productivity statistics and write them into my self-evaluation, I do my best to get to know co-workers outside of work, and finally I make use of the company's "open door policy" pass along good ideas or constructive suggestions to corporate leadership. My first year in the company, I was a 3%-er without doing all this. My second year, after using the above tactics, I became a 4%-er.(yay) My advice to anyone wanting to negotiate their best possible merit increase is to first get realistic expectations. For example, my husband's company grants 5% raises for average work and they get end-of-year bonuses. Second, set goals for yourself and track your own progress so you can let your supervisor know you are interested in personal/professional growth (not just more $). Then at annual review time, you can demonstrate why you deserve the best and your supervisor will be willing to go to bat for you. Third, have an accurate realistic idea of your strengths and weaknesses. Know what you "bring to the table" and what you are doing to improve on. The result will be a more confident you who easily demonstrates your worthiness for your share of the cake. Best of luck!
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