Are you planning to ask your manager for PROMOTION?
We are obviously operating in a very challenging economic environment and for a company to give a member of staff a promotion or a pay increase there have to be some compelling reasons to do so.
At the same time it can be incredibly demoralizing and frustrating to feel that you are not being properly recognized or valued.
Don’t be too quick to knock on your boss’s door! First, take a look at the market and understand what others are earning, this will give you a rough benchmark to compare. Next, take a close look at your role and the contribution you make to your organisation. Where do you add value and how do you measure and define this?
It could be in terms of how much business you bring into your company or it could be in terms of the size of the department you run and how many people you manage.
If, after carrying out the analysis, you feel that you are not being rewarded sufficiently then I think it is reasonable to go ahead and ask for a pay rise or a promotion.
If you have got to the stage of looking to improve your situation then don’t play games with your employers. Tell them how you feel and point out the contribution you make and always be honest and open.
You also have to remember that employers have a responsibility to the rest of their staff. It’s a fact of life that people in the workplace always get to know how much others are earning.
The reasons for not getting that pay rise may not always be that clear but you have to remember it is the management’s job to ensure there is parity in the workplace and that everyone is treated fairly.
If you are good at your job then competitors will be aware of that. Firms run a big risk of losing their most valuable and productive members of staff if they fail to pay them a fair salary for the work they do. That is something you should bear in mind if you are thinking of asking for that promotion.
I liked this particular note from James Cann (CEO – Hamilton Bradshaw) and wanted to share.