Knowing How to Negotiate a Raise
12 June 2014
Read by 2804 persons
Approaching the subject of salary with your manager is, for many, a delicate process with an uncertain outcome. Preparation, arguments, attitude, etc. Here are some tips that will allow you to put the odds in your favor.
Choosing the right time
The annual review is an occasion that seems quite natural to discuss salary with your manager. The year's achievements have just been evaluated, the objectives for the future have been set, and so the question of the financial compensation for this work arrives quite logically.
However, waiting for a different time of year, such as a job change or the acquisition of new skills, also allows you to better highlight your particular case.
In general, any achievement that goes beyond the task assigned to you can be an opportunity (exceeding the set objectives, obtaining an important contract or solving a critical problem).
Determining how much to ask for
A golden rule: stay realistic. This requires some prior research on company practices and constant monitoring of salaries in your sector and profession, taking into account, of course, the various salary supplements you have.
Then, it's all a question of strategy. As in any negotiation, you need to ask for more to get what you want. Allowing your manager to reduce your demands allows you to transform the exchange into a "win-win" agreement.
Highlighting the right arguments
Asking for a raise is above all about knowing how to sell your work and skills. Don't hesitate to detail what you have done and achieved, as well as the professional and managerial skills you have developed, with figures to support your claims (savings made, increased notoriety, time saved on processes, improvement of performance ratios...).
In general, it is a matter of presenting the raise you are asking for as an investment by the company. The message to convey is "Look, I've worked hard. If you invest a little more in me, I will go even further."
Mistakes to avoid
Arguments that are emotional should be used with discernment. Avoid arguments that do not directly concern the company, such as a move or the arrival of a new child.
Another pitfall to avoid: justifying your request by the gap between your own situation and that of your colleagues, which amounts to trying to sell yourself by discrediting others. Similarly, the argument of seniority in the company is no longer a relevant argument nowadays.
Favor arguments that highlight cooperation between the company and yourself. Emphasize your experience, specifying that you have regularly updated your skills. The raise should not be claimed as a right but as a reward for a significant contribution.
Creating the conditions for a good negotiation
To put the odds in your favor, it is best to pay particular attention to the negotiation framework. Choose the right time, taking into account your manager's state of mind. If you see that they are stressed or in a bad mood, consider postponing the meeting.
The tone during the interview should never be aggressive, but should remain determined. Don't try to create conflict, but don't appear weak either. Show that you have carefully considered the issue before discussing it.
Finally, avoid appearing too rigid so as not to block the negotiation. Putting too much pressure on the result beforehand does not allow you to approach the interview in favorable and serene psychological conditions.
Knowing how to respond to objections
A common objection to a request for a raise is the poor health of the company. Even if it is considered unfounded, it is difficult to challenge it. However, if your results justify it and your position allows it, you can highlight the fact that you can contribute to the recovery of the company.
As for the objection of the rigidity of the salary scale or the envelope allocated to raises, it is essential to anticipate it by highlighting the added value of your contribution.
Failing that, it is possible to consider other forms of compensation, such as benefits in kind. Reflecting before the interview on an alternative that matters a lot to you and little to the company allows you to emerge victorious from a poorly started negotiation.
Reacting well in case of refusal
If, despite everything, the answer remains negative, or at least below your expectations, remain professional, especially if your hierarchical level is high.
If the decision seems particularly unjustified, it is always possible to knock on other doors, such as that of your N+2 for example, but this approach should be handled with caution and should only be used if things have become very acrimonious, beyond the question of the raise.
The resignation card should also be played with caution. Your manager might take you at your word, and if you don't want to leave, your collaboration could become particularly difficult. In this case, a calm attitude is essential. If your manager announces a refusal, prefer a phrase like "I take note" which does not commit you in any way and forces your manager to reflect on its underlying meaning.
Finally, if, despite all your efforts and a difficult negotiation, you do not get your way, look on the bright side. You will have gained additional experience and therefore an opportunity to learn. This should not prevent you from investigating the causes of this failure in order to bounce back better next time. Moreover, it will be a strong signal sent to your manager... with a view to a new negotiation in the future.
Philippe Montant
General Manager of ReKrute
Choosing the right time
The annual review is an occasion that seems quite natural to discuss salary with your manager. The year's achievements have just been evaluated, the objectives for the future have been set, and so the question of the financial compensation for this work arrives quite logically.
However, waiting for a different time of year, such as a job change or the acquisition of new skills, also allows you to better highlight your particular case.
In general, any achievement that goes beyond the task assigned to you can be an opportunity (exceeding the set objectives, obtaining an important contract or solving a critical problem).
Determining how much to ask for
A golden rule: stay realistic. This requires some prior research on company practices and constant monitoring of salaries in your sector and profession, taking into account, of course, the various salary supplements you have.
Then, it's all a question of strategy. As in any negotiation, you need to ask for more to get what you want. Allowing your manager to reduce your demands allows you to transform the exchange into a "win-win" agreement.
Highlighting the right arguments
Asking for a raise is above all about knowing how to sell your work and skills. Don't hesitate to detail what you have done and achieved, as well as the professional and managerial skills you have developed, with figures to support your claims (savings made, increased notoriety, time saved on processes, improvement of performance ratios...).
In general, it is a matter of presenting the raise you are asking for as an investment by the company. The message to convey is "Look, I've worked hard. If you invest a little more in me, I will go even further."
Mistakes to avoid
Arguments that are emotional should be used with discernment. Avoid arguments that do not directly concern the company, such as a move or the arrival of a new child.
Another pitfall to avoid: justifying your request by the gap between your own situation and that of your colleagues, which amounts to trying to sell yourself by discrediting others. Similarly, the argument of seniority in the company is no longer a relevant argument nowadays.
Favor arguments that highlight cooperation between the company and yourself. Emphasize your experience, specifying that you have regularly updated your skills. The raise should not be claimed as a right but as a reward for a significant contribution.
Creating the conditions for a good negotiation
To put the odds in your favor, it is best to pay particular attention to the negotiation framework. Choose the right time, taking into account your manager's state of mind. If you see that they are stressed or in a bad mood, consider postponing the meeting.
The tone during the interview should never be aggressive, but should remain determined. Don't try to create conflict, but don't appear weak either. Show that you have carefully considered the issue before discussing it.
Finally, avoid appearing too rigid so as not to block the negotiation. Putting too much pressure on the result beforehand does not allow you to approach the interview in favorable and serene psychological conditions.
Knowing how to respond to objections
A common objection to a request for a raise is the poor health of the company. Even if it is considered unfounded, it is difficult to challenge it. However, if your results justify it and your position allows it, you can highlight the fact that you can contribute to the recovery of the company.
As for the objection of the rigidity of the salary scale or the envelope allocated to raises, it is essential to anticipate it by highlighting the added value of your contribution.
Failing that, it is possible to consider other forms of compensation, such as benefits in kind. Reflecting before the interview on an alternative that matters a lot to you and little to the company allows you to emerge victorious from a poorly started negotiation.
Reacting well in case of refusal
If, despite everything, the answer remains negative, or at least below your expectations, remain professional, especially if your hierarchical level is high.
If the decision seems particularly unjustified, it is always possible to knock on other doors, such as that of your N+2 for example, but this approach should be handled with caution and should only be used if things have become very acrimonious, beyond the question of the raise.
The resignation card should also be played with caution. Your manager might take you at your word, and if you don't want to leave, your collaboration could become particularly difficult. In this case, a calm attitude is essential. If your manager announces a refusal, prefer a phrase like "I take note" which does not commit you in any way and forces your manager to reflect on its underlying meaning.
Finally, if, despite all your efforts and a difficult negotiation, you do not get your way, look on the bright side. You will have gained additional experience and therefore an opportunity to learn. This should not prevent you from investigating the causes of this failure in order to bounce back better next time. Moreover, it will be a strong signal sent to your manager... with a view to a new negotiation in the future.
Philippe Montant
General Manager of ReKrute
