Reasons for increasing an employee's salary. You have difficult personal circumstances. Threaten to change jobs if you really are not ready for it

You have been working for the company for more than a year. Achieved goals, satisfied clients and customers, new tasks - but this does not affect wages in any way. Forget about Bulgakov’s words: “Never ask for anything. They will come and give everything themselves.” If you are hoping for a telepathic connection with your manager, be prepared that the budget for salary increases will go to more persistent and talkative colleagues.

It is worth talking about salary increases carefully and precisely.

“I had an appointment with S., an analyst for one of the teams. “He came to us eight months ago,” says the HR manager of an IT company. - I coped with the job, but no more. He didn’t want to take on new tasks, didn’t go to internal training, and refused to help his colleagues. And he began with the fact that time has passed and he expects wages to rise.

“Indexation,” that’s how he put it. I’m still surprised that people expect promotions simply for their length of service, without putting any effort into it.”

How not to ask for a raise

Blackmail: “Either you pay me N, or I leave.” It will work at most once, and you will automatically be considered a candidate for separation.

Caprice: “I’ve been working for three years already, where’s my raise?” They pay for results, not for time. If there is no tangible benefit, your position may need to be optimized.

Rumors and gossip: “Why was Ivanova promoted and not me?” Often bonuses and salaries are part of a trade secret that employees should not disclose.

Pity: you have a mortgage, a pregnant wife, old parents... The company hires your professionalism, not your personal situation.

Closed eyes: the neighboring department is being cut, expenses are being cut, and here you are with your promotion. Be careful: you might get caught in the middle!

How to ask for a raise

After assessing, summing up, concluding a major deal: “Look, I consistently exceed the plan by 20%” or “This year I proposed a tax optimization scheme that saved us N rubles.”

When assigning new tasks: “I’m ready to take on another project. But let’s reconsider my salary level, as this will increase my workload by 30%.”

When promoted: “I would like to clarify how my income will change during the transition.”

The best time for such a conversation is the 3rd–4th quarter, as budget planning for the next year is underway.

If the meeting ends in refusal, be sure to clarify: what can you do to ensure that your salary increases? Set a time frame for when you can return to this issue.

Market offers

You have decided to actively search for a job. What can you do to increase your income when moving from one company to another?

Study the market: go through several interviews, talk to a representative of a recruitment agency.
Review resumes of similar professionals. To understand the market “fork”, you need to look at at least 50–100 resumes.
Consider two or more job offers: this way you will relieve the internal tension “they will take it, they will not take it, they will choose it, they will not choose it” and you will be able to negotiate your salary more calmly.
Don't accept the first job offer. If the amount offered is less than you expected, be correct but convincing: “I am very interested in your offer, but, to be honest, I expected an offer in the area .... rubles Now I’m competing in two more places, and there’s more money there. Is it possible to change your income level?
Ask questions and evaluate the proposal holistically. Sometimes the difference in salary level of several thousand is compensated by corporate sports, foreign language courses, lunches in the office and voluntary health insurance for family members. Find out more about the compensation package to make an informed decision.

The issue of income is a delicate and difficult one to discuss. But it is he who affects the quality of your life. Improve your negotiation skills: it will work for you throughout your career! Help you understand negotiation tactics and the intricacies of job search “

When increasing salaries for employees (according to the staffing table), is it necessary to create an order to increase salaries by name? If necessary, what salary is indicated for part-time workers in the order (full salary for the position or salary according to the occupied rate)?

What salary should be indicated in the employment contract and in the order to increase the salary of a part-time worker - full rate or actual?

Having considered the issue, we came to the following conclusion:

1. The issue of issuing orders to increase official salaries of employees, listing specific employees whose salaries will increase, is decided by each employer independently. Labor legislation does not contain such a mandatory requirement.

2. In the employment contract and the order to increase the official salary with a part-time employee, it is necessary to indicate his actual salary, and not the full-time salary.

Rationale for the conclusion:

1. By virtue of Art. 135 of the Labor Code of the Russian Federation is established for an employee by an employment contract in accordance with the current employer’s remuneration systems. Consequently, in order to increase employees' salaries, changes must be made to the document establishing the remuneration system (taking into account the requirements of part four of Article 135 of the Labor Code of the Russian Federation) and to the employment contracts of employees (taking into account the provisions of Article 72 of the Labor Code of the Russian Federation). The issuance of an order listing specific employees whose salaries will increase is not provided for by labor legislation and remains at the discretion of the employer.

2. The conditions for remuneration of an employee, including the amount of salary, are mandatory for inclusion in (part two of Article 57 of the Labor Code of the Russian Federation). At the same time, the question is whether the employment contract of part-time workers (including part-time workers) should indicate the full amount of salary determined by the remuneration system for the corresponding position, or part of the specified amount that the employee will receive taking into account the duration of his working hours, in practice causes numerous disputes. For example, in some consultations with Rostrud specialists, there is an approach according to which employment contracts should include the salary amount that is provided for in the staffing table (that is, established for full-time employees) (question 1, question 2, question 3).

However, it seems to us that a different point of view is more fair. Within the meaning of Art. 57 of the Labor Code of the Russian Federation, the employment contract must indicate the terms of payment for a specific employee, and not certain payment terms provided for a particular position. Since, by virtue of Art. 129 of the Labor Code of the Russian Federation, an employee’s salary is a fixed amount of remuneration for the employee for the performance of labor duties; in our opinion, the fulfillment by an employee of the duties assigned to him by an employment contract in full implies the obligation of the employer to pay him in full the salary determined by the same contract. In this regard, indicating in an employment contract a salary that is not the amount that an employee may qualify for based on the length of his working hours will not be correct and may lead to the emergence of a labor dispute. Moreover, the court may come to the conclusion that it is necessary to pay the employee a salary exactly in the amount specified in the employment contract (decision of the Zasviyazhsky District Court of Ulyanovsk dated June 8, 2011 in case No. 2-1490/2011). In the explanations of Rostrud specialists, there is also a position on the need to reflect in the employment contract the amount of salary that part-time workers will actually receive (question 1, question 2, question 3).

In the order to increase the salary of a part-time worker, it is also necessary to indicate his actual salary, because it must comply with the terms of the concluded employment contract (part one of Article 68 of the Labor Code of the Russian Federation) and, therefore, contain the amount specified in the employment contract with the part-time worker.

As a compromise option, it is possible to indicate in the employment contract both the salary amount stipulated by the staffing table for full-time employees, and that part of this amount that a particular employee will receive, taking into account the working hours established for him. For example: “The employee’s salary is 10,000 rubles (50% of the salary of 20,000 for such and such position, taking into account the working hours established for the employee).”

Prepared answer:
Expert of the Legal Consulting Service GARANT
Zhguleva Olga

Response quality control:
Reviewer of the Legal Consulting Service GARANT
Sutulin Pavel

The material was prepared on the basis of individual written consultation provided as part of the Legal Consulting service.

The mercantile issue of increasing wages is always considered inconvenient and “touchy” in our society. However, a person who knows his own worth well will be able to find ways to resolve this issue and will have a direct conversation with his superiors. Today we will look at advice from experienced people on how to adequately ask for a salary increase.

When to ask for a salary increase? Choosing the right moment

As you know, the management of any company will not be in too much of a hurry to increase wages for its employees until it is interested in their more energetic activity, while simultaneously increasing their efficiency. A salary increase is often a lever of influence on employees, a means of stimulation their involvement in affairs, bonuses for good work with the prospect of an “even better” job. Thus, a person who has decided to ask the company management for a salary increase must “gather all his emotions into an iron fist”, and very thoroughly think through the argument .

How to prepare for a conversation about a salary increase? Deciding on the arguments

Before you start talking about a salary increase, you should accurately identify all your positive qualities, as well as your significant role in work the entire team. Remember and first list for yourself all your merits, production achievements and victories. If you had any special rewards - certificates, gratitude, it is worth remembering them and then mentioning them in a conversation.
In order to ask for a salary increase, you must firmly know the amount you are applying for , it needs to be thought out in advance. It often happens that an employee’s salary is raised by no more than 10% of his previous salary. But there is a little trick here - ask for an amount that is a little more than your salary, so that the boss, after haggling a little and lowering your bar, still settles on the 10% that you initially counted on.
In advance you must abandon the pleading tone , any “pressure for pity” in the hope that the boss’s heart will tremble. Get ready for a serious conversation, because this, in essence, is business negotiations necessary in normal work. Like any business negotiations, this process requires an accurate formulation of a business plan - it must be drawn up before going to the authorities.
Before an important conversation, you need determine for yourself the range of questions that may be asked to you and also think through accurate and maximally reasoned answers on them. People who are unsure of themselves can rehearse this conversation with any other understanding person, or even go to a psychologist for a consultation .

Ask for a salary increase! Correct arguments

MaxNina» March 30, 2011, 1:53 pm

Ask for a salary increase! Correct arguments in a conversation with your boss.
All managers without exception do not like to talk about this topic. The standard responses to your request are usually “We’re going through a difficult period right now” and “I’ll think about it tomorrow.” Have you already guessed what we are talking about? Of course, about a salary increase.
Mercantile moment. Imagine the situation. You have been working in the company for a long time, you are valued, loved and respected... but only in words, which, alas, do not add weight to your wallet.

We draw up an order for a salary increase in connection with an increase in the minimum wage (sample 2018)

Or, on the contrary, you are new to your job, but have already demonstrated brilliant results and you don’t want management to get into the habit of patting you on the shoulder instead of rewarding you for your achievements and saying: “Great, keep it up.” There can be many reasons, but the situation is the same: you are faced with the need to ask for a salary increase, but natural modesty/inability to conduct such conversations/fear of refusal (underline as appropriate) is preventing you from achieving your goal. What to do? What to ask for?
The most important thing that the applicant should have (besides personal charm and professional skills) is compelling arguments for which he should suddenly be paid more than before.

There are two main reasons for requests for an increase, which do not cause controversy among experts in the personnel market - “increase in the volume of work” and “expansion of job responsibilities.” These are the most winning options when you can get what you want. The controversial arguments are the following:

Salary below market level
In principle, you can appeal to the fact that the market will give you more. But be prepared to immediately go to this market and go if this remark is not to the taste of your manager. In addition, you need to take into account that when you applied for a job at the company, you agreed to this salary and knew what you were getting into.
Conclusion: the argument is not suitable for all cases, but, for example, for those when you got a job in a company a long time ago, since then the salaries of specialists of your qualifications have increased in the market, but in your company they have not.

Upgrading your qualifications
Of course, the very fact that you knew how to use two office applications, and now you can work fluently in four, or instead of translating texts with a dictionary, you learned to produce a high-quality literary translation without a dictionary, is highly commendable. But, by and large, management doesn’t care at all how you perform the work assigned to you. The main thing is that it is done on time.
Conclusion: if you use new skills and knowledge to perform the same job responsibilities, then keep in mind that advanced training is more likely to brighten up your resume, rather than a monologue about a salary increase addressed to management.

Extensive work experience in the company
Loyalty is a wonderful quality, but... you have been sitting in a company for years, in the same position, which is not key, and you have only asked for an increase now? Apparently, you are not particularly popular on the labor market, why would a company pay you more? Be happy with what you have.
Conclusion: definitely, long-term work experience in one company will give you additional points in the eyes of HR specialists if you decide to change jobs.

Offer from competitors
Another company is ready to make an offer to you, but you want to stay with your home company? This approach can work, however, firstly, your boss may regard it as blackmail, and secondly, the boss will know that you are already looking to the left.
Conclusion: who will be fired from the company at the first hint of crisis?

It would be extremely unwise to base a conversation about a salary increase based on one of the following reasons. Invalid arguments:

“Ivanov works in the same position as me, but earns 10,000 more”
- So he does three times more than you. Based on this, your salary can also be cut!

“I took out a car loan, but have nothing to pay back”
— But I don’t have enough for a bungalow in Goa! Maybe you can lend me some?

“There is inflation in the country...”
- But with this - to the Ministry of Finance. If you increase the wages of all company employees every year, you can launch a business around the world!

Now how to ask?
Asking for a salary increase is a negotiation. And like any negotiations, it requires setting a business problem, preliminary preparation and mastery of equipment. So what should you do before the big conversation?

Scout the situation
You need to find out what the company's salary increase practices are. Perhaps it is indexed once a year to all employees, then your individual manifesto may not be understood. Or the company accepts bonuses not for achievements, but for length of service, and you haven’t worked that long yet. And so on. You also need to understand who is responsible for salary increases - your immediate boss or your boss's boss? In the latter case, you will most likely have to convey the request through your line manager and rely on the boss's negotiating skills.

Choose the right time to talk
The main thing is not to start talking about a raise on Monday when you arrive at work and on Friday five minutes before the end of the working day. But seriously, you should choose the right moment when everything is good in the company with a profit, some project has been implemented, for which you are also credited, a positive result has been obtained, in which you are also involved. An extremely bad time to ask for an increase would be, for example, when the company is undergoing an audit, some major event is coming, or costs are being optimized.

Prepare arguments and responses to objections
The arguments have been discussed above. Answering objections is a tool in the arsenal of a sales specialist who always knows how to respond to statements from a potential client such as “your product is too expensive” or “why should I buy a new phone model right now, my old one is still working.” Consider possible options for developing the dialogue and the boss’s objections. How will you respond if he says that the company has no money now, or suggests postponing the conversation until later?

Prepare escape routes
A cheerful “yes” is not the answer you are most likely to hear from a manager. Rather, these will be variations on the theme “yes, but...”, “maybe” or “not at the moment.” Be prepared for rejection and don't take it as a personal failure. Perhaps your boss was not prepared for the demands you made, and when he thinks about them, he will give a more desirable answer. Do not put pressure on the manager, demanding an immediate decision. Give him time. Your task is to get a specific answer, yes or no, and its rationale. If the manager is not ready to answer immediately, you should delicately tell him that you will come for an answer later and set a date for a follow-up meeting. You should be firm in this matter! Otherwise, you may never get specifics.

Think over a plan for further action
It is needed in case, after all the days taken for reflection, the final answer sounds like “no.” A negative result is also a result. Having received it and listened to the boss’s arguments, you will be able to understand how best to proceed in the future - try to return to the conversation next time and get your way, or look for happiness elsewhere.

Now let’s look at two popular cases where an employee aims to ask for a raise, and the expert’s comments:

Case 1.
An employee performs routine work. He knows his job and does it well, but due to the nature of his position, his work activity does not imply the achievement of significant results. How to motivate the request for an increase in this case?

Comment:
“Any specialist, no matter what routine duties he performs, has a list of tasks, the solution of which shows how successfully he copes with his work. Sometimes we are talking about personal results, sometimes about the results of the department (in this case, the department may have an increased budget and, among other things, the wage fund, which the head of the department will distribute among employees). If an employee has not received a salary increase for several years (for example, since he was hired), he can certainly ask for an increase. Moreover, and this is no secret, companies often hire new employees at higher salaries than their existing colleagues. The reason is simple: the salary expectations of job seekers are changing upward. A request to increase wages must be motivated. It’s better to put emotions aside. The first thing that needs to be conveyed to management is your work in the company (results, benefits, increased functionality, expanded area of responsibility), as well as your desire to continue to grow and develop together with the employer.”

Case 2.
The employee performs many non-core duties, is engaged in the functionality of other employees, but at the same time manages to do all this within the 8 hours of working time allotted to him. How to motivate a request for an increase in this case, since the length of the working day has not increased?

Comment:
“The situation when employees perform a lot of non-core duties, and whose functionality is “inflated” several times, unfortunately, occurs quite often in the market. During the crisis that has raged in the labor market recently, the situation has only worsened. The employees were simply forced to work for two, or even three. However, in many stable companies this situation is not uncommon.
The difficulty lies in the fact that, as a rule, additional functionality is not documented in any way (it is not stated in the employee’s job responsibilities that he performs it), which means that, formally, it does not exist. Of course, the simplest thing is to discuss a salary increase at the moment when they just want to increase your functionality. However, this is not always possible.
An employee who finds himself in such a situation needs to find out whether his non-core functions will be removed from him (for example, with the arrival of a new employee)? If not, can they be officially registered? In this case, the reason for the salary increase may be an increase in job responsibilities. In the current situation, it is important for a specialist to find a common language with management, otherwise, instead of the desired effect, you can get the opposite effect.”

Planet HR

MaxNina senior lieutenant TopA
Messages: 191Registered: 21 Oct 2008, 16:17 Where: Moscow, Shchelkovskaya