If you haven’t been given the pay rise you were hoping for, that doesn’t mean that you will never get it, or even that you will have to wait a whole year until your next pay review to negotiate an increase.
Instead, spend some time thinking about the ways you can prove your worth to your employer and start compiling your business case for a better salary. By keeping track of your results and any new responsibilities over the last year, you will be able to present a compelling case for a pay rise to your employer.
If this still isn’t enough to prove your worth, you should also arm yourself with data from your own industry, so that you can be fully informed when you approach your employer. The Hays Salary Checker will give you typical salaries for your job, taking into account factors like geographical location. If your salary comes out near the bottom of the salary range, you should have a good case for a pay rise.
Have you achieved more than the rest of the team?
Whether it’s sales, savings or bringing new accounts into the business, if you are responsible for them and have secured strong results, let your manager know. Whatever your role, there should be some tangible way to prove the value you bring to the business – from number of sales to increased customer satisfaction ratings or time saved on a particular process.
Many of us are modest when it comes to our own achievements, but this is not the time for it. It can be very easy to lump your individual achievements in with the achievements of the team, but try not to say ‘we exceeded our targets’ or ‘we launched this project’. Instead, highlight the areas where you were directly responsible for the wins and what your contribution was.
Are you doing more than the job description?
It’s not uncommon for employees to do more than their job description. It might start as a favour to a manager or colleague – perhaps when someone is off sick or on leave. Then you get better at doing that extra bit of work and find yourself doing it more and more often. Maybe someone leaves and their post isn’t filled immediately, so you end up doing the work indefinitely.
Whether you are looking after an extra client account, taking over the company’s social media or simply working longer hours, suddenly you have absorbed a role previously covered by someone else, without a change in job title, job description or pay. And it may be that your employer doesn’t even realise how much extra work you have taken on. So it is in your interests to arrange a meeting with your manager to let them know how much value you are adding for the company.
Have you taken on unpaid managerial responsibilities?
The next step from doing more than your job description is taking on unpaid managerial responsibilities. Managerial responsibility usually means a bigger workload and has the potential for more risk. So if you have stepped up to the next level and started managing staff or bigger projects, you should expect to be paid for it.
It may be that your employer is willing to pay you for the extra work, but they are waiting for you to negotiate. During a negotiation, remind your manager of who would be covering the work if you weren’t there – maybe it will be your manager or maybe there isn’t anyone currently in the company with the right skills or experience. For a small company in particular, losing your goodwill in covering for a manager could affect the whole company’s bottom line.
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About this author
Beginning life in 1968 with just a handful of employees, Hays how has over 7,800 recruiting specialists worldwide, including 1,800 in the UK. Our consultants are experts in their field, helping professionals advance their careers, and organisations find the right talent.