Get That Raise By Reflecting Your Potential
When you would love to negotiate a raise, a promotion, a greater opportunity or a new position within the company that you are working for, just know that if you are not confident and prepared enough to speak up and ask for what you want, you just might get passed by.
One employee depicts the following scenario:
“I have worked in a large organization for the past eight years. Although I have been promoted and given more responsibilities over the years, the salary increases are small and I feel like I am sidelined for the roles I would really like to work in. I am feeling frustrated and despondent. I don’t want to leave, as I enjoy the work that I do and the company itself, but I feel that I might only get the role and salary I would like if I look outside the company.”
What should this employee do?
Before you even ask for what you want at your company, Dr John Demartini of the Demartini Institute advises you to consider doing the following eight position-empowering action steps:
1. Compose a list of clear and certain profitable contributions or accomplishments you have made for your company, and have it read and memorized prior to the raise request meeting and negotiation. When you can demonstrate that you have produced additional profits, they will be more likely to be receptive to offering you more rewards. Be factual, not fictional.
2. Compose a list of new accountabilities, responsibilities and achievements you have fulfilled or are about to fulfill since the previous salary determination. When you can demonstrate additional accountabilities that you are now responsible for, they will be more likely to be receptive to offering you more rewards.
3. Define clearly what raise, new wage or salary, or new position you desire and feel you deserve to receive.
4. Write out 30+ benefits to the company of paying you the newly desired wage or salary and providing you with the new position, and 30+ drawbacks to the company of paying you only the current wage or salary and keeping you where you are.
5. Determine the highest values, priorities or objectives of the employer, HR manager or boss who will be your raise or new position decision-maker. When you communicate what you intend and desire to have happen in terms of the highest values or priorities of your raise decision-maker, they will become more open and receptive to your request. When you help other people to fulfill what they would love, they are more likely and able to fulfill what you would love.
6. Identify and own where you have, in some form to the same degree, any of the intimidating traits that the raise or new position decision-maker might display during the meeting (in case you are hesitant). When you are not intimidated by your raise or new position decision-maker and you can communicate as an equal, and not as an underdog, you are more likely to receive the outcome you would love. If you cannot walk away from the raise or new position request negotiation when and if you do not receive the raise or new position that you desire, you are in a position of underdog. You have to be willing to walk away to receive what you want. If you cannot walk away from the raise or new position request negotiation table to an alternative job offer that pays or positions you in what you desire, you would be wise to add more value to the company and decision-maker by adding to action steps 1, 2 and 4 before the meeting.
7. Outline the raise or new position request presentation and be sure to factor in the previous items 1, 2, 3 and 4, and rehearse the presentation in a manner where you have imagined yourself receiving your desired raise or new position outcome.
8. Dress up to match the image and standard of the additional accountabilities that you will be responsible for, so as to position yourself in a higher light during the presentation. Dress for the part and position. Time your raise or new position request at an obviously more profitable period when there is more likely to be a cash surplus and flexibility in the company. Only request something for something (a fair raise or new position for your added service and productivity), and not something for nothing. Fair exchange is the only thing that builds and lasts.
Thank your raise request decision-maker for honoring your raise or new position request, and then deliver even higher quality and more productive service to the company. Be sure periodically to look or ask for additional responsibilities that you can be accountable for, so as to continue to add more value to the company and open the door for additional future raises and new positions.
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Dr John Demartini is a human behavior specialist, educator, author and founder of the Demartini Institute. Find their website at the following link.