Raise: how to find out if it is good or low?

[noodleoo]

I was just informed that I am getting a 1.8% raise. I'm happy to be getting anything, but I work for a very small company that just implemented a performance review policy. In the past, raises have been 5% or more (when we got them, there wasn't a regular policy on them, so they were given out randomly and usually just a standard percentage for everyone). I think my review was good, and I *think* the raises were based on performance, but they didn't tell us what the range was or anything.

People on here seem to know whether their raise is similar to what their coworkers are getting. So, how do you find out? Do you ask your coworkers? Does your boss or HR tell you where in the range you fit? Is the range published?

I'm debating whether to ask my boss or not. Or the HR person (but she kind of sucks, she's really the accountant and has no HR experience/training, so I doubt she'll tell me). The thing is we are really small (15 people) and there is no structure/policy that I can follow. I'm afraid that the higher ups will be pissed off that I am asking. But I don't want to be stupid and just accept it without further info (especially since there is definite favoritism that goes on here).

Any advice?

[Deleted]

The only way to know about your co-worker's raise, unless you work in HR or payroll or something, is to ask them. Asking people their salary is highly looked down upon in my company. Also, as a manager and someone who does HR, I wouldn't give any employees a "range" either. It's none of their business how much their co-worker received. If there is no defined structure or policy regarding wages, then unfortunately, be happy with what you got, or tell your boss you were disappointed that it wasn't higher (which could end good or bad, I don't know your boss, so I can't tell you what she/he would do.)

[Deleted]

Talking about salaries and increases/performance plans was a fireable offense at my last company.

[noodleoo]

Okay, that does make sense. But then how do people on here know what their coworkers make and what their raises are?

[karinothing]

Aug 29, 2012 11:25:22 GMT -5 noodleoo said:

Okay, that does make sense. But then how do people on here know what their coworkers make and what their raises are?

People brag, or you work for someplace where it is public information.

[Deleted]

Aug 29, 2012 11:25:22 GMT -5 noodleoo said:

Okay, that does make sense. But then how do people on here know what their coworkers make and what their raises are?

I'm assuming most of the people who know these things work in human resources, management, work with friends who freely discuss those types of things, or their company has some sort of written policy regarding raises.

[Deleted]

You can check glassdoor.com. We don't really know how much anyone makes here or what the raises are. At my H's company, they give raises based on a very specific chart (how long you have worked, what your position is). Government salaries are public.

[Melissa W.]

I prepare the headcount report and also analyze the raises where I work so I know what every single person makes although I am not in HR. I would be fired if I talked about it outside of my unit.

That said, I did ask for a raise even though I got a 2% raise this year because I know how much less I am getting and how much I have taken on since they reorg'd me three years ago. If I had bid on this position I would have asked for more. When I asked I outlined why I deserved more and did not mention that I know what people make. I made it all about how great I am (No, I did not sound as boasty as I do right there. :0) I am still waiting for the final verdict to see if it worked.

[noodleoo]

Okay, thanks. It is frustrating, because, as I said, there is a LOT of obvious favoritism going on here. I feel like the boss's friends probably got much better raises than the rest of us. It also frustrates me since the only friend I have is the only other woman engineer in the office, and I would not be surprised if our raises were lower than the guys in the office. I guess there is not much I can do about it though.

[Deleted]

Okay, I didn't fully read your OP. I am in a similar work situation. You should NOT inquire about the raises that other people got. You can ask how it compares to the typical or expected range. If you feel that you should have legitimately received more then you should list out your reasons and provide evidence. I was able to get a 15% raise last year by doing this. Men typically get paid more because they can be more assertive in the workplace and in salary negotiations. There is no reason you can't do the same.

[Deleted]

We have a range that the boss can show you if you ask. It shows what you were eligible for based on your level and rating.

[kershnic]

At my work you either get a raise that is a flat percent (this year 2%) or you don't. That's it.

It's less assertive than asking what others received, but you could go the route of 'I was hoping for a higher raise due to x, y, and z. What can I do to earn a higher raise in the future?'

[Deleted]

Aug 29, 2012 11:13:56 GMT -5 flygirl said:

Talking about salaries and increases/performance plans was a fireable offense at my last company.

Gov't has passed a recent law making this no longer a fireable offense. When my co passed on this info last yr they made sure to let us know that even though they can no longer fire you the can prevent you from getting any more promotions.

[fbf2006]

At my firm, some people share with each other.

[ellipses84]

I consider 2-3% a cost of living raise, so I don't think a performance based raise should be less than that. I wouldn't be happy with 1.8% unless other people weren't getting raises at all or 2% was the max. Because it is 1.8% and not 2%, it seems like they have some sort of calculation they use. For example, they may have said a 3% average raise is the max. and you got 1.8, other people got 4.2, 3, 1.5 and 4.5.

You know your organization best, so you need to decide if it would be ok to ask about it. At my company, I would be comfortable telling my direct manager or HR that I was disappointed in the amount, thought I deserved more because of X, Y, Z, ask about what I need to improve with my performance, if raises are even performance based and how they are calculated. Sadly, even performance based raises are often arbitrary or predetermined and a conversation like this can make a manager think twice about the decisions they make, even of it is not until the following year. If it is impossible to get more of a raise, you can ask about possible promotions or increased responsibilities that come with increased pay.

I find out about salary info from co-worker friends, especially former co-workers. My old boss had a big mouth and would tell me things, including how much she made after she left, in case they offered me her position, which they did. Once I accidentally found a list of people and salaries on the printer, and I stopped reading when I realized what it was, but I saw a couple. I often see billing rates for people in my industry. People subtly brag, especially about bonuses and what they bought with it. Now that I'm a Manager, I see a lot of salary info. and make pay/ bonus decisions. Women often don't negotiate when they start their jobs and raises often cap out, so it is hard for them to get ahead unless they learn how to negotiate a promotion or switch jobs once they learn what they are worth.