Asking For A Raise

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For many people, asking for a raise can be as nerve-wracking as sitting in a boardroom across the table from Donald Trump. However, you can make a strong case for why your performance should be rewarded, if you; (1) know what you need to do, (2) do it, (3) document it, and (4) show that you’ve done it.

Think ahead – The time to start thinking about a raise is before you’ve even gotten the job. Ideally, during your second job interview – when it’s clear that you’re a serious contender — you should ask about the company’s or association’s performance-evaluation procedure. Find out how performance is rated, and how frequently.

Who’s the boss?  – When you answer to a board, it’s like having multiple bosses. When dealing with different personalities, clear communication is crucial. Make sure everyone understands exactly what your duties are as manager, and how your performance is judged.

Exhibit “A” –  Document your successes — and your failures — for a quarterly recap with the board, and quantify each success story.  Instead of pretending any past failures didn’t occur, acknowledge them and frame these as “lessons learned.” Discuss how you’d do things differently now.

Keep it simple. – This is a business basic when dealing with any presentation, no matter how complex. Instead of bogging down your employer or board with details, make your point succinctly. However, be armed with the data to support your case, and be ready to provide additional information. Check salaries in your field and in your local area to see how yours stacks up: http://payscale.com or http://salary.com.

Jody Weiss is the managing partner with TCHG Executive Search, locations in San Antonio and Atlanta (http://tchgllc.com).

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