We know asking for a pay rise can be an awkward conversation to bring up, but it is a steppingstone in advancing in your career and it is important to feel like you are being compensated fairly within your company. However, these things are easier said than done, when approaching your employer for a salary increase you need to think about to go about it.

We’ve produced this step-by-step guide to help you ask for a pay rise successfully.

Market Research

Before starting the conversation with your employer, it is important you know what you are asking for and must have some idea of what you want your raise to be. Not only will this give you a rough idea of what you could be earning elsewhere, but also evidence to show your employer that you are not asking for something completely out of range.

There are useful websites like Glassdoor which can help you find out the range you should be on depending on your skillset and experience. Looking at other job adverts and companies that are hiring for a similar role you currently do will also give you a good idea of what you could potentially ask for.

Evaluate your position and responsibilities

Throughout your time at the company, you may have taken on additional responsibilities and gone above and beyond in your role. You should take note of all your accomplishments to date, especially ones where you exceeded targets and took on extra responsibility. Having evidence will support you in the conversation when discussing your pay rise.

Finding the right time and place

Timing will play a massive part in this conversation. Asking when your employer is going through a stressful and busy period may not be the best time. Instead, try to choose a time when your performance is still fresh in their minds, such as just after finishing a project or getting good feedback.

The best way to go about asking it is to schedule a meeting with your manager. Having a proper meeting set up will make sure there is enough time to discuss the situation

Call a meeting with your boss or supervisor to go over your pay and career advancement. This will enable both sides to give the conversation enough time. Be polite when asking for the meeting and make clear that you want to talk about your job and pay in a proactive manner.

Be ready with your argument

Make Your Case Ready. Make a strong argument for your request. Clearly state your accomplishments, extra duties, and contributions to the development of the organisation. Prepare to talk about the wage ranges and industry norms you found, highlighting how your current pay compares. Describe how a wage raise would reflect your increasing worth and what effect it would have on your drive and dedication.

While a pay rise may be your main goal, you should also be open to alternative types of compensation or perks that might enhance your entire package. This could include more vacation time, flexible working hours, chance for career progression, or performance-based bonuses.

Follow up

After the meeting, send a follow-up email summarizing the discussion and expressing your gratitude for the opportunity to discuss your compensation. If there are any agreed-upon action points, confirm them in writing to avoid miscommunication.

Asking for a pay rise can be a scary thing to do, but with preparation and clear communication, you can walk in there confidently. Going into the meeting prepared and with research, you will increase your chances of being successful as you have solid ground and can show why you deserve one. Pay rises can't be organised overnight, so it is important you stay patient!

Lay-offs are never nice for employers or employees, and the process isn’t very comfortable to go through. We are seeing more and more lay-offs for a variety of reasons, from poor market conditions to a shift in corporate goals, lay-offs could be down to numerous reasons.

Prioritise Empathy and Compassion 

Employers must tackle the issue with understanding and compassion since layoffs can be emotionally draining for some employees. It is important you recognise the effects it has on people and their families and conduct yourself in a compassionate way throughout the meeting. Workers should feel heard and appreciated by the company, you can help them feel this way by treating them with respect and thanking them for all the hard work they have put into the business. Offering access to outplacement assistance or counselling services can also help employees deal with their emotions and provide the tools they need to move on.

Transparent and Timely Communication

If your company is going through layoffs, it is crucial to have clear, honest and open communication. Give staff as much information as you can and be open about the decisions' justifications. The news should be shared as soon as possible and in person if it can be done so, so the employer has the chance to address any queries or worries the employee may have. During the process, you should let the employee know the process, the package they will be receiving and offer any services which will help them through the transition.

Offer Practical Support and Resources 

Giving employees support after the layoff notice can significantly improve their adjustment. Offer tools like CV building classes, job search support, and networking opportunities. To help affected employees in locating new job opportunities, they should have access to a careers preprofessional whenever they need. It can also be beneficial to them if the employer was able to provide personal development courses or other training to help the employees improve their abilities and skills.

Creare a Positive Departure

The departing procedure should be carried out with professionalism and sensitivity to the situation. As an employer, you should offer to write a letter of recommendation or reference which will benefit the impacted employees in securing their next job. It is usually down to the department and the culture, however hosting farewell parties and using the time to show appreciation for the employee's accomplishments.

Consider the Company Culture

Layoffs may have a long-term effect on the morale of the surviving staff. During this transition, it is important to address their worries and listen to their concerns. By publicly admitting the changes, addressing any rumours or doubts, and offering assistance to individuals who might be dealing with stress or heavy workloads, you can cultivate a culture of resilience. Encourage partnership, clear communication, and empathy between the team employees to help them get through the adjustment.

Support Internal Mobility and Retention Efforts

After layoffs, it's critical to assess internal talent and look at redeployment options to maximise staff management. Take into account if the impacted employees' talents and abilities could be successfully used to new projects or initiatives or whether they could be smoothly transferred into alternative positions within the company. Employers should actively consider the possibility of moving affected employees to different departments or divisions that match with their skill set in the case of significant layoffs.

Layoffs are never easy to deal with, but with compassion and justice, along with openness and support, it is possible to get through this difficult process. A culture of resilience, clear communication, and practical assistance, together with a focus on the emotional well-being of impacted workers, may smooth the transition and preserve the trust and loyalty of the remaining workforce. Keep in mind that while layoffs are unpleasant, they may also be a chance for growth for the affected parties as well as the firm. Companies can become stronger and better able to withstand hardship by managing layoffs with care and attention.