Asking for a raise - update in replies

[kaneen]

For a while now I’ve suspected I’m underpaid. I was talking about it with a friend who suggested I consider asking a few trusted colleagues who are peers directly how much they make. So I did and my suspicions were confirmed. I don’t believe this is a reflection of my performance but rather classic wage compression because I’ve been with the company so long (9 years).

I’m going to ask for a large raise. 20%. I have solid talking points for why that are based on my performance/commitment. The one thing I’m struggling with is whether or not to bring up that I know for a fact my peers are making 15-20% more than me. The people I talked with shared their salaries in confidence so I won’t bring up names. How would you handle this?

[krystee]

Does your company have posted salary bands or levels? I have used those to justify a raise—that my experience, skills and role fall at the higher end of a level/pay band and need to be paid accordingly so I’m in line with peers in the same band.

[meanie]

I would say that your salary needs to be adjusted to the market rate. I had this conversation recently as well for the same reasons, a quick search on internal job postings and Indeed supported my numbers.

[flygirl]

I would say you did research on the market raise for your position.

[jamie.1022]

Ask for an equity check within the company.

[kaneen]

Thanks all. krystee, we post ranges where we legally are required to. In other areas HR will share if asked. So I have a good idea that I’m well below the midpoint.

I will steer towards my salary needing to be at the market rate/equitable within my organization.

Last struggle: I’m not one for threats or ultimatums but I do want to make it clear I will struggle to stay committed to this role/organization being so underpaid. I’m leaning toward s saying something like, “My struggle going forward will be to maintain my commitment and performance level knowing that it is undervalued by this organization.” Thoughts on that?

[penelope]

Where I am there are two types of adjustments, merit and equity. This would be an equity adjustment. Every time I have done this (for both myself and others) I have done solid research both within my organization, in my local area and nationally to prove that things were not equitable and what would be needed to adjust things. Data is unarguable and I bury them with it. Glassdoor, SalaryExpert, salary.com, and the Bureau of Labor Statistics are all good places to start. Sometimes titles are not the same so job descriptions are helpful which would then lead you to current job postings, so sites like indeed are also helpful. I actually got turned down the first time because of the way my title was worded which lead to an updated job description, a title change and then another equity discussion. It wasn't easy but the work was worth it.

[thebreakfastclub]

I negotiated myself a large increase a couple of years ago, both mid-cycle equity and then a final boost at end of year.

My friend is a sr HR director so she gave me the script - I said I wanted to understand how my salary compares to the midpoint of my peers, and I would like to be at least at the midpoint given my book of business and other contributions. She said to ask for the midpoint in all conversations.

I was never told the salary band or the midpoint, but a 25% increase put me towards the top.

I do not know how to use outside resources to find the salary of my relatively niche title, and when I see glassdoor salary ranges for my current job when it's posted, they are so far off.
I would not basically say I'm going to quiet quit. If I got turned down for the adjustment, I'd just job hunt and be gone.

[midwestmama]

Mar 27, 2023 8:51:26 GMT -5 kaneen said:

Thanks all. krystee , we post ranges where we legally are required to. In other areas HR will share if asked. So I have a good idea that I’m well below the midpoint.

I will steer towards my salary needing to be at the market rate/equitable within my organization.

Last struggle: I’m not one for threats or ultimatums but I do want to make it clear I will struggle to stay committed to this role/organization being so underpaid. I’m leaning toward s saying something like, “My struggle going forward will be to maintain my commitment and performance level knowing that it is undervalued by this organization.” Thoughts on that?

First bolded part - yes, focus on how your rate should be at least at the market rate to reflect your experience and performance, as well as wanting to confirm that your rate is internally equitable.

Seconded bolded part - What I would recommend saying instead is, "I hope that the company will strongly consider an equity increase to reflect my performance and experience, as well as better reflecting my value to the organization."  If it doesn't happen, then I think you decide whether you look for other jobs.  

[momof2]

What I have said in the past is “I love working here, but if you are unable to promote me, I will have to start considering what all my options are.”

Were the others that were paid more men? If yes and they turn you down, I would consider saying “I am aware my male peers here make more, I think you need to discuss with HR that there may be a pay equity issue here.”

But I am also quite senior so I realize I may be able to say things that others would not say. But to be clear, I think anyone should be able to say any of this.

[smock]

Mar 27, 2023 8:51:26 GMT -5 kaneen said:

Last struggle: I’m not one for threats or ultimatums but I do want to make it clear I will struggle to stay committed to this role/organization being so underpaid. I’m leaning toward s saying something like, “My struggle going forward will be to maintain my commitment and performance level knowing that it is undervalued by this organization.” Thoughts on that?

I would save that line for if they turn you down. You could also ask them to document that they're declining to increase your salary to make internal salaries more equitable. If men are being paid more, that documentation could help you prove wage discrimination. 

[kaneen]

I like your statement midwestmama. It makes it clear what I expect without making any threats. I agree with everyone who says I need to tell my boss what I expect and then decide for myself how I handle it if they don’t give me what I deserve.

To those who have asked about gender of the folks I’m comparing myself to, I spoke to 5 people. 4 women, one man. All were significantly higher paid then me but interestingly the lowest paid of all five was the man.

[minzy]

I’m all for you advocating for yourself. That said, I think (at this point) you should avoid explicitly saying you will look elsewhere. Once you say that, you kind of can’t take it back.

[gault]

I'd echo being brought up to market rate for your role, especially since you're a known quantity who has proven that they can deliver.

[mokes]

I like midwestmama's wording and would reserve more ultimatum-y wording (if any) for if they turn you down or ask you to wait 6 months or something. But if that happens, you have to decide if saying it will really move the needle and if not, if you want to give them that kind of heads up.

Some other things to consider: your company's fiscal year, what your increases have been to date and how long you've worked with your leader. I've been in the position where I've inherited someone great who is underpaid, and I'd give them the max increase every year to take steps to get them up to par, so that's why I ask. I would be ready with your historical increase %s as well.

I've been on the receiving end of requests like this as a manager. In my prior roles, the timing of this request could matter as to the outcome. Best timing would be when budgeting for the next fiscal year. Obviously, not always possible. If you're in a calendar year, Q1 is about to end -- how is overall company performance? I'm not saying to let that change your request or timing of it, but for additional context. Certainly, no matter the time of year, if it was someone I really wanted to keep, I would take it to leadership to see what we could do.

Good luck! Let us know the outcome!

[kaneen]

Thanks mokes. Salary planning is right now which is why I’m doing this now. I’ve been with my leader for 5 years so he knows my history. Company performance is good so that isn’t an issue.

I really really appreciate everyone’s thoughtful responses here. All have been helpful.

Discussion with my leader is tomorrow morning. I will update everyone after.

[kaneen]

I have something of a non update. No resolution yet. We had a conversation this morning where my leader asked to wait for an equity increase conversation until after merit increases are finalized. He knows what he submitted for me but doesn’t have final approval. So he wants to know where that lands because that will inform the conversation around whether an equity increase is necessary.

So we talk again in two weeks. I can already tell though that he’s probably not going to go to bat for me for an equity increase. I could be wrong but that’s how I left the conversation feeling.