The Ultimate Guide to Getting the Raise You Deserve

 The Ultimate Guide for Getting the Raised You Deserve

Salary freezes have been easing, so this could be your year.

There seems to be a lot more money than the government is willing to give. According to the Bureau of Labor Statistics, compensation in the U.S. increased 1.9% between 2012-2013. Senior executives who have changed jobs last years saw an average 17% increase on their compensation, according the Salveson Stetson Group executive search firm.

Are you ready for the fight? These are the things you should know to confidently talk to your boss. This includes the right amount to ask and the best time to request it. Finally, you can get the raise you want.

How Many Times Should You Expect a Raised?

While salary bumps are generally granted only once a calendar year, they can be granted at any time depending on the mood in the economy and the demand within your industry. For example, tech and finance are highly competitive.

Alison Green, a former chief executive officer of a non-profit and author of Ask a Manager blogs, said that while it was once commonplace to expect an automatic raise every year, it has been less common since the downturn in the economy. "Now you must ask for more money."

A few exceptions to the rule are if you have a stellar performance record and can argue for a faster raise, or if you work in retail or foodservice. In these areas, raises usually occur about every six months. However, it's only a small increase. Imagine earning 20 cents an hour.

Timing your Request

As cliché as it may sound, timing is everything. It can make or break your chances of being rewarded.

Begin by examining when raises are usually granted in your company. Is it the end of the calendar year? Is it on the anniversary of when you started?

Perhaps there isn’t one. Green states, "If in doubt, ask around or consult the employee handbook. Evaluations are often tied to raises." It's okay to ask your manager directly. After being at your job for a while, tell your manager, "If I ever wanted talk about my salary, when and how would that happen?"

Many people make the fatal mistake of asking their boss for a raise in their annual reviews. However, it is usually too late. Suzanne Lucas, Evil HR Lady, is a writer who used to be a human resources professional. She advises that you talk to your boss about asking for a raise up to three to four weeks in advance. "That's when they decide on the budget."

Most companies will give raises money. Your boss must then divide it among his staff. You must present your case for a larger share of the pie before any decision is made.

How to Get What You Want - and Ask for It

How you approach your manager when you bring up the topic of a raise will depend on how they are able to communicate with you.

You should set clear objectives for any meeting you have with your boss. Send an email or invite to a meeting with the following message: "I hope we can sit down and I'd love to make the case for you to reconsider my salary."

Some managers prefer a more nuanced approach. This means that you raise the question of salary in the context a different conversation, such as a weekly status update.

Asking for something is a good idea. Be honest about what you want, and then be ready to tell why. Green suggests that you think deeply about the matter. "A raise simply means that you recognize that you are more valuable now than you were before--that you have improved your skills and that you've done more.

Tell your boss: "I was hoping that we could discuss my salary." I have assumed a lot of new responsibilities over this past year. I would love to talk about raising my salary to reflect that.

Green suggests that you keep a record of all your accomplishments so that you can add to it throughout the year. You should note praise received, successes, and new tasks that you have taken on.

Vanessa Wade was an ESL instructor who used this strategy in order to secure a raise. However, her coworkers claimed that they haven't had a salary increase for years. She was conscious of the hard work she was putting in and felt she deserved to be compensated. She prepared to talk with her boss about it. Before I met my supervisor, I had a list of highlights. I also listed the accomplishments and time taken.

She explained to me that her students had learned enough English in three months that some got jobs and were promoted, others created websites that highlighted their new skills and others had poetry published in an ESL paper. I said to my boss, "I give my all and my students are better as a result. "I'd like a raise that matches what I've been able to accomplish," she recalls. And it worked. Wade was awarded a 17% raise just a few weeks later.

This strategy is especially useful for high-performing employees who have taken on additional responsibilities. Managers are more likely to be able to identify the poor performers and follow up to ensure that everything is done correctly. Managers might not know what productive staff do because they tend to handle their own responsibilities.

Lucas points out, "You probably do many things that your boss doesn't know about," "You need to let your hair down and tell everyone how great you are."

Lucas saw this firsthand as she was working for a former employer. She took on half her workload when her boss went on maternity leaves. Six months later, her boss had not returned. Lucas was doing more than her job description and building resentment about the fact that she wasn’t receiving fair compensation.

So she met with the head of her division and explained to him that she was doing much more than her title and job description indicated. She deserved a raise for her efforts. Lucas says that she was completely in agreement with me and when I brought the matter up, she set things rolling to give me a promotion as well as a raise. "She was a great boss but she's too busy so my situation didn't cross her mind."

What Kind of Bump Should I Expect?

Make sure you do your homework before you ask for a raise. Lucas says, "If your company offers employees an annual increase, you'll likely be aware of the estimated budget. Therefore, you should stick to that." "Companies budget about 5% for annual upticks."

Hypothetically, suppose staff members at your company received an annual average of 2% higher salaries last year. Although requesting a 10% increase may seem inappropriate and excessive, if you have really excelled in the past year, a 3% raise may be feasible.

Are you unable to find an annual program for increase? This is where you should do more research. Green says, "So often people go with their guts and request a certain amount without having any evidence to back it up." "You must consider the market in a company your size, for your skill level, and in your geographical area.

Avoid websites like Glassdoor and PayScale. They're too general. Instead of trying to figure out how much you can earn, talk to people in your industry, check with recruiters (if they use them) and scan job listings (though not all listing include salary, some will give a range) in order to gauge your market value. When to Move All-In After a Raise is a Key Play