How to get a pay rise…

Basically a performance review should look at: Whether you have met and or exceeded expectations in your role and whether your manager has done his or her job in terms of providing the support and resources you need to do your job.

Those unfamiliar with the process should ask their human resources department how it works. Traditionally, a manager should sit down with a
team member to set KPIs – Key Performance Indicators – for their job. Then in June, these are assessed as part of a Performance Development Review – or PDR. At the end of this process, you should have new KPIs and access to some “goodies” such as training and new projects – things to keep you interested in your work.

If your company doesn’t offer these goodies, you might want to think about changing to an employer who does. Those already on the job trail, should
ask a prospective employer about the career development opportunities offered with the new role during their second interview.

Some companies link performance to pay while others link performance to career development and keep pay separate. It’s perfectly okay to ask these questions of an employer or a prospective employer – we are talking about your life here.

Pay rises depend on many things including how well your employer has performed in the last year. The performance of your department and your
team might also factor in the equation and then comes your own performance.

Companies that rely on performance reviews should be dolling out the PDR forms by now. You will be asked to rate your performance using a standard
form. Your manager does the same but separately from you and then you come together and discuss it.

As scary as it sounds – very few of us like being judged – without a review process, how can you canvass issues important to your future? These
could include your willingness to take on more responsibility, your desire to step up into a new role or the fact you want to go on a training

Just doing your job well will usually only get you a basic cost of living increase – currently about two per cent. Taking on more responsibility or a new role is where the real money is.

According to recruitment firms around Australia, talent is in short supply and thus salaries are on the rise. However, to cash in on the situation,
which by the way is set to continue for some years, you need to do your research.

Hays Personnel Services has just published its annual salary survey series and has re-published the lot. Basically, Hays surveyed 1700 companies in Australia and New Zealand and more than 50 per cent report that they have budgeted for some healthy pay increases in the coming financial year (from July 1, 2004).

Go to Career One and look for the purple Career Resources box. Click on Dollars & Sense to get access to all 14 surveys. The series covers: Accountancy; Banking; Construction;
Contact Centres; Human Resources & Training; Sales & Marketing; Insurance: IT&T; Legal; Office Support; Logistics & Procurement; Professional
Practice and Resources & Mining.

Also read: “How to get that pay rise” for advice on approaching your manager about a salary increase. Then go to the On the Job section (you’ll also find the link in the Career Resources box) for stories to help you get through the performance review process: “Even negative feedback is positive” and “In praise of the appraisal”.

Good luck.

Story by Kate Southam, editor of CareerOne. Job hunting and workplace questions can be sent to Kate via

June 8, 2004

How to get that pay rise

Follow these steps when making a pay rise pitch.Only negotiate from power

Career coach Max Eggert of Transcareer says that if you have no power,

forget a pay rise. He says ensure that your current project and/or workload is critical to the success of your team, unit or company.

Get a good idea of your market worth

Check this out by browsing through CareerOne – particularly the Hays Salary

Survey and all our salary stories on the main page of Dollars & Sense.

Check in with your personal and professional network, professional society and your favorite recruitment agency. No one is going to pay you more than the top end of your market value.

Internal home work

Max says that if you work for a large corporate, check out two things. First your salary band, because you want to know what your maximum is, and second, see if you can discover what precedents there are for individual pay increases outside company reviews.

List your duties outside your original job description All jobs change because organisations are not static. Work out, and record, all the extra things that you now do that are additions to your assigned job. Once you have done this, rank them in order of what your boss views as important.

If your company has experienced a downsizing chances are everyone in the firm is now doing more than they used to.

Now we get down to the packaging of your case, because no one is going to give you a rise just because you want one.

July 8, 2003

How to get that pay rise (contd)

A matter of timing

Timing is critical. When it’s easy for a boss to say ‘no’, then she or he will do so. Friday afternoon is a good time to ask for a pay rise because the boss can then spend the weekend worrying that you might leave.It also gives the boss time to work out how they are going to justify your increase to their own direct report. Max says: “Do not rush your boss into a decision. Use phrases like ‘I would like you to think about’ and ‘at an appropriate time …’

“So it goes something like this: ‘Jane/Jack as you know I have been with you now for nine months and the job has developed in some interesting ways, particularly in xyz.

“I would like you to review my salary arrangements. As you know the range for my job is from x to y. I don’t expect an answer immediately as I know you will want to think through my contribution and my market value.

“However, you can appreciate that I would not have mentioned this unless I had given it a lot of thought. Thank you for this opportunity Jack/Jane. I know you will do your best for me.”

Finally, remember the second rule of negotiation, “if you don’t ask, you

don’t get”

Interpreting the answer

Recruitment consultants would also add a piece of advice about what to do if you are turned down.

It’s all in the delivery. If the boss says to someone ‘we can’t right now but let’s look at it in three months or six months’ then they probably mean it.

However, if your direct report delivers an outright ‘no’ then you might want to think about joining another company.

Make sure you do your research. If you are in sales or another revenue generating positions your chances are better than those that are not.

Story by Kate Southam, editor of CareerOne. Go to more career related articles. Job hunting and workplace questions can

be directed to CareerOne by emailing:

July 8, 2003