What kind of raise can i get

Think about the financial situation of the company right now — is the organization flush with cash or are they cutting back? How close are you to the next salary review cycle? When was the last time you got a pay raise at your current organization? Here are the three best times to re-negotiate your salary:. You want to approach the conversation in the right way, so take the time to prepare for the conversation.

Pull together the facts: what amount will you be asking for based on your research? How have you increased your responsibilities? Take your material, write it out, say it out loud, practice the conversation with a friend. Take the time to really know your content so that you can go into the conversation feeling strong. Not sure what to say?

Take a look at these salary negotiation scripts to jumpstart yours. If you hear no after putting a bid on the table, take it as an opportunity to ask for something else. For example, can you request something such as flex time or more vacation? Looking for more expert advice on how to prepare for your salary negotiation? Take a look at our Salary Negotiation Guide. White men receive raises far more often when they ask, compared to people of color.

In our survey, we asked workers if they have ever asked for a raise from their current employer. We found that just 37 percent of workers have ever asked for a raise from their current employer. After controlling for other important factors including experience, tenure, job type, job level, industry, education and demographics, we found that there is no statistically significant difference in the rates at which women of color, white women, men of color and white men ask for raises.

It seems that where one lives does make a difference on how likely one is to ask for a raise. Be your own advocate by finding out exactly what you should be paid.

If you were to ask your employer for a raise, your chances of receiving one is fairly good. Seventy percent of employees who have asked for a raise received one. Thirty-nine percent of those who asked for a raise received the amount they asked for. Another 31 percent got a raise that is less than the amount they requested.

The remaining 30 percent did not get a raise. In our data, we found that people of color are significantly less likely to receive a raise when they ask for one, relative to white men.

The analysis controls for other factors that affect the likelihood of receiving a raise, like tenure and job level. Women of color were 19 percent less likely to have received a raise than a white man, and men of color were 25 percent less likely.

For people who believe they are facing bias in a raise conversation, Tulshyan recommends a number of strategies. Collect data, officially from HR, or at the very least, from trusted colleagues about what the salary benchmarks are for similar positions at your organization. This is tricky and awkward, but the best way to drive compensation conversations. If possible, check in with a few trusted colleagues of color if they have faced similar obstacles.

Wait for things to settle, then assess the situation. Perhaps you are now doing the work of two former workers, or you have brought in more revenue than in previous years. Wait until you can approach from a positive rather than negative stance.

Know your value. Simply present what the field generally pays, and why you believe your performance is at the top of your field. Know the number. Once you do the research, figure out what you think is a fair amount of money to ask for, says Thanasoulis-Cerrachio. Schedule a meeting. Find a time that works best for you and your boss, Thanasoulis-Cerrachio says.

Practice salary negotiations. This can be a difficult or awkward conversation. Practice with a friend who can be a tough negotiator, Thanasoulis-Cerrachio says.

Start on a positive note. I believe my roles and responsibilities, and my contributions have risen. This will need to focus on the results you have achieved for the company.

State your case, and then pause. Listen to what your manager has to say. If a company's policy is to give annual raises, it's hard to get an exception to the rule. Usually decisions come from senior management, and your boss won't have any latitude to go outside the company's policy. If you do get a raise but it's much lower than what you expected, take a step back and wait a couple of days to gain objectivity.

Don't let your emotions take over. Also, your manager may go on the defensive if you ask for a larger raise during your review. How much of a raise you should ask for is dependent on a number of factors, but sometimes, no matter how good of a case you make, the money just won't be there.

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