HOW TO GET A PAY RISE

When is it appropriate to ask? How do you prepare for the conversation?
What if you’re refused on the spot?

WHY IS IT SO WEIRD TO TALK ABOUT YOUR SALARY!?

Asking for a pay rise should be like a good old game of monopoly.
Everyone’s cards and money are on the table.

Sometimes though, it’s more like intro to Settlers of Catan… confusing AF and nobody’s gonna teach you the rules properly because they kinda don’t want you to win. Awful analogies aside – pay rises can be super tricky to navigate.

Frank discussions about salary are still pretty socially taboo, not only between colleagues but even amongst close friends. Both this lack of conversation and the cringe factor perpetuates the blurriness within workplaces about how and when you should be asking for more (READ: what you deserve!).

A huge number of careers have industry-standard bracketed pay rates that fall under specific awards, which can be easily accessed and researched online. Although this removes a lot of stress, the grey area is often what you’re entitled to within that range.
Also, many companies have a HR department that coordinates regular pay reviews between you and your boss - but a lot of people aren’t so lucky and need to take the lead and instigate that conversation themselves.

There are loads of variables (👋🏽Working for a small business! 👋🏽Benefits-in-kind! 👋🏽COVID-19!) to consider when putting a dollar amount on your hard work. These variables are what trigger all the doubt, making us ask: am I rocking the boat? Will they think I’m ungrateful?

OR: Am I being 100% stitched up financially? Just because I haven’t been game enough to ask for more…

It’s v likely the latter. Because, guess what pals,

No matter how nice they are, your boss isn’t stinging to give you a pay rise. It’s on you.

As it varies so widely across industries, we’ve rounded up some real life stories from real life humans about the vibe around pay rises in their workplace. Namely, what happened when they asked for a raise and what they learned.

Here’s what they had to say about gettin’ that shmoney.

THE SITCH: YOU’RE JUST TOO NERVOUS TO ASK

“It’s a super weird conversation. Even if you are really friendly with your boss. I've always been super shy and just gone with the flow on what they offer me. The last time I had a conversation on pay, I found it helped to write notes and to be really prepared and straight up with them. [My] notes included every skill I've developed in my role, significant achievements, what I think I can work on and where I want to be in the company in the future. I went in with two numbers written down: the lowest pay rise I would accept, and the pay rise I thought I was worth. They did ask me for a number - I only told them the highest one. They thankfully accepted.”

LESSON: Go into it like you would a formal debate, prepared with ‘arguments’ as to why you deserve a pay rise. It gives you a huge amount of confidence and, if nothing else, prompts a
self-evaluation to reference next time!

THE SITCH: YOU WORK IN AN INDUSTRY WITH COMPETITIVE SALARIES

“When I was working in HR at an investment bank, more experienced staff would often tell younger staff to not be overly grateful or excited about a pay increase. They did this to give off the feeling that they weren’t satisfied. It’s hard to keep high performers in investment banking, as other banks will throw money at talented people.”

LESSON: There can be some shifty dynamics at play, so never be a too-eager beaver.

THE SITCH: THEY OFFER YOU PERKS INSTEAD OF DOLLARS

“Only ask for one thing. Too often employers muddy the waters by offering benefits-in-kind* that make it harder to ask for the raise. I’ve always politely turned those down and said that the dollars are the best way they can recognise my work.”

* Benefits-in-kind are items offered in addition to your salary – for example private healthcare, company vehicle, accommodation or gym membership.

LESSON: Take the time to sit down and work out what the ‘perks’ equate to financially. Are they congruous with your current lifestyle? Most of the time, it won’t be equivalent to the higher salary. Remember to be future focused: you use your salary amount to leverage a higher salary if/when you leave a company. Of course, if you want those other perks more than the money, take them!

THE SITCH: YOU’RE BEING HEADHUNTED

“I was in a weird situation last year where I'd been looking for a job for a long time, then out of the blue was contacted by a recruiter about an opportunity interstate. During the initial conversation, I was asked about my salary expectations and I gave a figure that was the minimum I'd consider. I didn't realise that information would be passed along to my potential employer right away!
Once I properly assessed the position, as well as the cost of the move, I contacted the recruiter and asked for roughly 10% more than my original figure. That was later brought up in the interview as ‘I hear you've made some adjustment to your expected salary’. I was taken off-guard by that approach – it made it seem like I was asking for a raise before even getting the job! I made sure not to apologise or rationalise, and eventually was offered the job at the higher salary.”

LESSON: Again, never be a too-eager beaver. You absolutely do not have to accept their offer on the spot, especially if it’s below what you envisioned. Say that, respectfully, you need to contemplate the offer and you will get back to them within 24 hours. You then have time to reflect and gather your thoughts. If you don't feel confident calling, you can always put your key points in an eloquent email for them to consider.

THE SITCH: THEY RESPOND WITH ‘BUT WE’VE INVESTED SO MUCH IN TRAINING YOU’

“I once asked my boss for a raise after an email from her months prior indicated that if I achieved X it would lead to a pay rise.
I’d achieved X so didn't think it would be a big deal at all to ask… but my boss was offended. She spoke about all the training and support they'd invested in me, suggesting I was now being ungrateful by asking for a pay rise.

I brought up the email and said that while I was really appreciative of all the training, I felt that was seperate to a discussion about pay. I also said I felt it was more common that young women won't ask for a pay rise (which she agreed with) and that this was the first time I'd ever asked for one – she seemed to soften at that. Ultimately though, I got the sense that she was making a mental note that I was someone who rocks the boat and asks too much. Since I wasn't permanent, I thought my contract renewal/relationship with management was in jeopardy, so decided that I had to just leave it and thank her for the 'clarification' etc.”

LESSON: Training is absolutely your employer’s investment of time and money in you, no doubt about it. But, training you is as much a benefit to the company as it is to you.

They want you to stay long term, but keep you untrained? That’s a big ‘nah’ from us.

THE SITCH: YOU WORK FOR A SMALL BUSINESS WITHOUT
A HR DEPARTMENT

“I think sometimes in small businesses there is an added layer of awkwardness because you’re so close to your superiors. There is no HR department, so a yearly review might not necessarily be automatic. I have to look after my own best interests and push for those conversations.

I’ve received several pay bumps during my time at my current company, all in completely unique situations. At times I’ve been asked to wait for X-amount of time, at times it’s been agreed upon on the spot, at times it’s been without me prompting anything.

Generally, I’ve tried to have a pay conversation with my boss after changing responsibilities or workloads, not necessarily strictly every year. It’s always a little uncomfortable, as I have such a personal relationship with my superiors, so it’s weird to talk about money in such a business-like manner. But that’s what it has to be. Just business.”

LESSON: Put your feelings aside: Just. Ask. The absolute worst outcome is that you’re knocked back, and you remain on your current salary for a while longer. At least you’ve planted the seed in their mind and taken initiative to assert that you are feeling unsatisfied and deserving of more, which if true will be uncomfortable for them to sit with.

THE SITCH: YOU’RE YOUNG/NEW TO THE COMPANY

“When I asked for my first pay rise, I was 22 and in an entry level role getting $45k. I was promoted after six months of being there, moving from a team of five in a big hotel to being the sole manager of my department at a smaller hotel. I was expecting a new salary of $55k as it was a big step forward; they had offered me this role saying ‘you've excelled so quickly, we really think you're ready for the responsibility’. I had also heard through the grapevine that someone had been offered the role at $57k, so I figured
$55k would be an easy win. But I was only offered $50k. I piped up and said that was lower than I expected given the responsibility
in managing the department myself. My boss laughed in my face. Then he said there would be a 2% rise each year, as per indexing.
I was so young, inexperienced, nervous and too unprepared to push back, so I just accepted it. I quit six months later.”

LESSON: Knowing how much your colleagues or those in a similar role are earning is massively helpful in gauging what your salary should be. If someone in your workplace is leaving, and you are the obvious replacement, be fully transparent with what you earn and ask what they were earning in the position. You will be able to go in prepared, but remember to treat the situation delicately and respectfully. Also, if your boss ever laughs in your face during this conversation, they are most likely a massive asshole and you should quit.

THE SITCH: YOUR ROLE AND RESPONSIBILITIES SUDDENLY CHANGE BUT YOUR SALARY DOESN’T

“I love what I do, but I struggle with the confidence to ask for a raise. The first time I wanted to ask for a raise was when the part-time graphic designer went on maternity leave. No replacement was considered – it was just assumed that I would take on her workload on top of my own. Having just had a small raise six months earlier, I felt incredibly awkward asking for more – but I was literally given a whole other persons job! So why was I so doubtful?!

When they flat out asked me ‘how much more do you want?’, I just froze. They were good sensed that I was crap at this. Later that week they offered me a raise in an email. I was ok with it, but looking back I DEFINITELY could have asked for more.

About a year and a bit later, my role had grown rapidly. I was essentially now managing a department. I have an incredible colleague who really pushes internal career growth and they were introducing this development plan for everyone in the company.
It was heavily hinted that there was a promotion and a hefty rise on the way. But it took forever – I got to a point where I didn’t want to wait anymore and called a meeting. This was one week before COVID came crashing into Australia. Suddenly we all go down to working four days a week, and 20% less money.

I was lucky, for me this lowered salary was only for two months, after which I was brought back up to five days, while most of the company stayed at four. Six months and a lot of overtime later, I got that meeting. I got my promotion and half of the raise I expected, with the assumption that I would get the rest soon. Due to COVID and so many people in my office still on a lesser salary, I didn’t push it.”

LESSON: Imposter syndrome is common, so it’s easy to feel like you’re asking too much. Most of the time you’re absolutely not, however sometimes (and particularly in small creative businesses) there actually is something to be said for prioritising the relationship with management. If they can’t give you a raise then and there, hear them out as to why and respectfully ask if you can pick the conversation back up in the near future; just ensure they have listened and acknowledged the points you’ve raised. COVID was a very weird curveball that every company had to navigate and survive – for a lot of people, a 2020 pay rise just wasn’t gonna be on the cards, and avoiding a pay cut made you a lucky one.

THE SITCH: YOU HAVE AN AWARD PAY RATE BUT YOU HAVE AN INKLING YOU’RE ON THE LOWER END OF THE BRACKET

“I work at a big consulting firm and in some ways, the stress of asking for a pay rise is taken out of the equation because pay brackets are associated with different levels within the business. With defined KPIs for each, these are pretty easy to track against. The difficulty comes into it because how pay is distributed within these pay brackets isn’t well known – so when you're getting a promotion it's hard to know whether you're getting paid correctly in relation to your colleagues.

I found a few things helped over the years. Find out what your colleagues earn and tell them what you earn; it gives you a baseline to work with when going into negotiations.

It's not you vs your colleagues, it's all of you making sure you're paid appropriately.

It really helps to chat to senior colleagues about whether you think you're ready for the promotion and what they would normally expect from someone in the role. It helps bolster the confidence that you do deserve the increase in pay/promotion you're going for. Write out a list of why you deserve it and base your request on as many facts and figures as possible. In my most recent promotion cycle, I made it clear to my boss that I wanted to be promoted and was happy to look for work elsewhere if they didn't think I was ready. It was risky, and pretty aggressive, but I was genuinely going to leave if I didn't get it.”

LESSON: Decide what it will mean if you don't get the promotion/pay rise. Will you work to improve on an area that requires it? Or, are you happy to walk away? If you are willing to take that risk, have a frank but respectful conversation and make your position clear.

Words Haylee Poppi
Responses Anonymous
Image: The Devil Wears Prada (Fox 2000 Pictures, 2006)

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