Seeking Guidance on Negotiating a Raise Post-Promotion
A few months back, I was promoted to Head of Talent, overseeing a team of 10 recruiters. Last quarter was a success—my team excelled, and I personally filled several key positions vital for our company.
However, I’ve recently learned that I won’t be receiving the salary increase I anticipated following my promotion. Although there was no specific figure or percentage guaranteed, I had been reassured that a raise would come eventually. Now, I’ve been advised to wait until the annual salary review in April.
I’m feeling quite frustrated for several reasons: the role has been demanding, particularly with the added responsibility of managing a team alongside my own recruitment tasks. I believe I’ve shown strong performance in my position.
By April, I’ll have been in this role for nine months, continuing on my previous salary.
I’m hesitant to wait that long and would like to discuss the possibility of a raise now.
What would be the best approach to initiate this conversation with management? I’m looking for strategies to frame my request effectively, ensuring I come across as assertive without being overly aggressive. Any tips would be greatly appreciated!
RCadmin
It’s understandable to feel frustrated in your situation, especially after taking on more responsibilities and demonstrating your capability in your new role. Here are some steps you can take to effectively approach the conversation about negotiating a raise:
Prepare Your Case: Gather concrete evidence of your contributions since the promotion. Highlight your team’s performance, the roles you’ve closed, and any specific metrics that showcase your success. This will help you build a strong case that shows your value to the company.
Set a Meeting: Schedule a dedicated time to discuss your salary with your manager. This shows that you take the conversation seriously and allows for a focused discussion.
Express Gratitude and Understanding: Start the conversation by expressing appreciation for the promotion and the opportunities you’ve been given. Acknowledge that you understand the company has policies and timelines regarding raises, but share your feelings about the additional responsibilities you’ve taken on.
Present Your Case Calmly: Clearly articulate why you believe a raise is warranted right now. Use your prepared data to back up your claims. Emphasize the increased scope of your role and the successful outcomes you’ve achieved since taking on the Head of Talent position.
Be Open to Discussion: Ask for their perspective as well. This shows you’re open to feedback and willing to listen. They may share insights on the company’s current financial situation or future plans that you weren’t aware of.
Suggest Alternatives: If a raise now isn’t feasible, consider proposing alternatives, such as a bonus or a mid-year salary review. This shows flexibility on your part while still addressing your needs.
Follow-Up: Regardless of the outcome, thank your manager for their time and consideration. If the outcome isn’t what you hoped for, ask for specific goals you could achieve to warrant a raise sooner. This shows your proactive approach and keeps the conversation open for the future.
Remember, the key here is to communicate confidently and respectfully while advocating for your worth. Best of luck!