No one likes being put over a barrel or backed into a corner, so why do so many employees think the best approach to “getting” what they want is to submit a resignation?
As an HR professional, I’m here to tell you that I am much more favorable to hearing your concerns (and trying to do something about them) if you come to me proactively versus handing me your resignation letter and then telling me how unhappy you are.
Remember, all the information in this blog post is published in good faith and for general information purpose only. I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals. The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter. Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.
Penny Horton | May 4, 2018
Afterall, this is a relationship, right? Albeit a professional relationship, it’s still a relationship and we are still humans. And if someone with whom I have a relationship comes to me with legitimate concerns and asks for advice on how to get them addressed, I’m more than happy to listen, to brainstorm and try to take action to get them resolved. But, if you come to me with the “threat” of resigning well then, to be quite honest, you seem to be in this relationship just for yourself and don’t appear to be interested in working with me…so why would I be interested in working with you at that point? Once you’ve submitted your resignation you are essentially forcing your employer’s hand and to the employer that feels a lot like being backed into a corner.
Ok, so maybe you don’t see your working relationship with your employer as one of mutual respect. Maybe you feel like giving your resignation is the only way to get your employer to listen. Maybe you have seen this tactic done before, by other employees, successfully. Maybe all of that is true, but I implore you to try a different approach. See what the result is. Worst case scenario if it doesn’t work you can always still revert to the original plan: submit your resignation, express your unhappiness and make your demands. But do it the proactive way and you might be pleasantly surprised by the outcome!
At the end of the day, the proactive approach will surely leave a much better taste in the mouth of your leader, HR and the organization. And, regardless of the outcome, you will at least leave a more positive impression of yourself, which is important, even if you still end up resigning anyway, (assuming you ask for the consideration in the right way).
So, what is the right way?
Here are the steps employees should take when asking for a raise (or some other concession like additional vacation time, a more flexible work schedule, a promotion, etc. at work):
1. Know Your Value
Before you go ask for a raise, you would be wise to have an accurate understanding of the value you bring to the organization.
If you are thinking about asking for a raise then you likely feel as if you are bringing more value to an organization than what you are being compensated for. And while you may think that, it is better to understand and know what your leader, other leaders and HR perceive your value and your level of performance to be. Are you punctual? Are you responsible? Are you accountable? Are you productive? Do you produce quality work? Do you meet company expectations? Are you easy to work with? Do you get along well with others? Do others rely on you for assistance? Are you seen positively by others? Don’t rely on your own opinion, confirm it through objective data like performance reviews, the feedback you have received, recognition you have been given, etc.
In short, make sure others think as highly of you as you do of yourself! If you have some things to change, work on that before asking for anything! If you are certain you are adding great value to the organization then keep reading to know what else you need to do before asking for the raise!
2. Know Your Worth
Before you go ask for a raise, you should also have an accurate understanding of the worth of you and your position in the marketplace.
What is the average pay of other individuals with your same position in your geographical region in similar types of companies? In the past, this information used to be hard to find but with more and more free websites like salary.com and glassdoor.com, this information is now at every employee’s fingertips. However, when researching salary data it is extremely important to carefully match your level of responsibility, the scope of your position, years of experience, level of education, the amount of training required and the day-to-day tasks of the position as closely as possible with available data in order to get a more accurate indication of the compensation level for your role. Differences in any of these factors including geography, industry and company size will all affect salary. For example, a retail clerk working at a boutique store in a small metropolitan area in the midwest will most definitely be paid at a different rate than a retail clerk working at a large national chain store in a large metropolis on the east coast. You always want to be sure you are comparing apples to apples.
Once you have done your research on the average wages for your position, keep reading to know what else you need to know before asking for the raise!
3. Know Your Company
Before you go ask for a raise, you need to have an accurate understanding of the compensation philosophy of the company at which you work.
What do I mean by compensation philosophy? Simply put, a compensation philosophy is a view or opinion a company has about employee pay. It serves as a framework in which compensation is determined and structured.
When a company sets its compensation philosophy it will consider many things. One such consideration an employer makes is the level at which they will pay their employees in comparison to other employers. For example, a company may decide they want to pay at the same level as its competitors or it may decide that it wants to pay at a higher level than its competitors. A company may decide it wants to pay individuals at a lower level because it wants to spend more on providing outstanding benefits such as free medical insurance instead. Another consideration an employer will make is how they want to determine salaries or wages for its employees. For example, will they base wages off of an employee’s years’ of experience, an employee’s years’ of service, an employee’s performance, on a commission basis, on a piece-rate amount, on a flat rate based on the position, or a combination of these?
Many companies document their compensation philosophy although if you are not in a leadership role it is unlikely that you have been told about it or received a copy of it. If you don’t know what your company’s compensation philosophy is, you should ask. Your leader or someone in human resources should be able to articulate it for you.
Once you understand the company’s approach you should be able to determine where you and your compensation fall in relation. If what they have told you doesn’t seem to line up with your situation or if it seems like you might be due for a raise, keep reading to know what else you need to know before you ask for the raise!
4. Time the Request
Before you go ask for a raise, it is wise to determine if the timing of your request is optimal.
Is your company’s annual merit cycle currently in progress? Perfect timing… it’s pretty easy to bring up a topic that all the leaders are already thinking about. Have sales been dismal this quarter? Horrible timing….if the company isn’t bringing in money it’s a bad time to ask for more for yourself. Has the company recently refinanced its debt or started a new large building expansion or made some other capital investment? Not the best timing….it is likely cash will be tight for a while.
Employees should understand and be invested in the economic outlook of the company at which they work. Information helps make you a better employee and the more you know, the more you can help. If for no other reason, you need to at least be knowledgeable and aware enough at a high level on how the business is doing so that you make sure you are asking for a raise at an opportune time. Most businesses keep employees up to date on the business outlook. They may not share financial details but often times will discuss new contracts, provide program updates, discuss financial outlook or provide other important details in all-hands meetings, newsletters, company announcements, press releases or through other means. If your company doesn’t proactively offer up this kind of information, you should ask for an update. Afterall, you have as much of a vested interest in the success of the company as the owner does! If the timing is right, keep reading to know how to ask for the raise!
5. Make Your Request Professional and Clear
Once you have assessed your situation by completing steps 1 – 4 above and determined that you should proceed with asking for a raise (or some other concession) you should outline clearly what you want, build your case to support the request, practice what you will say and make notes you can use during the conversation.
Once you are comfortable with your messaging and approach, schedule a meeting with your leader and have the conversation. I know you are probably nervous about having the conversation, most people are, especially if it’s the first time you’ve attempted to do something like this. I always tell people it never hurts to ask and everything is negotiable. You will never know if you can get what you want if you never try. Besides, the worst they can tell you is no (unless of course, you don’t keep it professional and end up getting fired).
If you are still nervous about the conversation or just want more specific details on how to have the actual conversation stayed tuned for next week’s blog where I’ll cover that in more detail!
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