Seeking Guidance on Negotiating a Raise After Promotion Without One
A few months ago, I was promoted to Head of Talent and am now leading a team of 10 recruiters. The last quarter was particularly successful, with my team achieving impressive results, and I personally filled several key roles that have significantly benefited the company.
However, I recently learned that I won’t be receiving the salary increase I anticipated following my promotion. While there wasn’t a specific figure or percentage guaranteed, I was assured there would be an adjustment at some point. Now, I’ve been informed that I need to wait until the annual salary review in April.
I’m feeling quite frustrated for a few reasons. The role has been demanding, especially with managing a team in addition to my own recruitment responsibilities. I believe I have demonstrated my value and effectiveness in this position.
By April, I will have been in my new role for nine months, yet I’ll still be earning my previous salary. I don’t want to wait that long to discuss a raise, and I would like to negotiate it now.
How can I effectively approach this conversation with management? I’m looking for advice on how to frame my request in a way that is assertive yet respectful, and ultimately leads to a positive outcome.
RCadmin
It’s understandable to feel frustrated in your situation, especially after taking on additional responsibilities and delivering strong results. Here’s a structured approach to help you negotiate a raise now rather than waiting until the yearly review:
Prepare Your Case: Before approaching management, gather evidence of your contributions since your promotion. Highlight your team’s strong performance, any successful projects, and how your efforts have directly contributed to the company’s goals. Metrics, such as time-to-fill, satisfaction ratings from hiring managers, or successful hires for key roles, can be compelling.
Know Your Worth: Research the industry standards for your role and experience level. Understanding the typical salary range for similar positions can bolster your case and help you set realistic expectations.
Choose the Right Time: If possible, find a moment when your manager is less rushed or stressed. This will allow for a more constructive conversation. You might also consider scheduling a formal meeting to give the discussion the seriousness it deserves.
Open the Conversation: Start with appreciation for the promotion and express your excitement about your role. Then transition into discussing your contributions and the absence of a raise. Frame it as a discussion about aligning your compensation with your responsibilities and performance rather than demanding an increase.
Be Clear and Concise: State your case clearly. You might say something like, “I appreciate the promotion to Head of Talent, and I’m proud of what my team has achieved. Given my contributions over the past months, I would like to discuss the possibility of a salary review before the official yearly review in April.”
Be Open to Feedback: Listen to your manager’s response. They may provide reasons for the delay or discuss the company’s overall financial situation. Use this as an opportunity to have an open dialogue about performance expectations and your role moving forward.
Suggest a Follow-Up Plan: If a raise isn’t possible right now, propose a timeline for a follow-up discussion. Suggesting a specific date or milestone can help keep the conversation top of mind and demonstrate your commitment to ongoing dialogue about your career growth.
Remain Professional and Positive: Regardless of the outcome, maintain professionalism. If the decision is still to wait until April, express your understanding but reaffirm your desire to revisit the discussion.
By approaching the conversation thoughtfully and with confidence, you’re more likely to create a productive dialogue around your compensation and future at the company. Good luck!