What’s the best way to ask for a raise? I just learned one of my colleagues earns more than I do, and we have the same job — and that’s not fair.
You know what else isn’t fair? That some children get more candy than others when the piñata breaks! Asking for a raise is about your value — what you do — as well as the general market compensation range, and making your boss feel like you are worth every dollar. Before you ask for a raise, do your homework about compensation for your industry and specific profession. Make a list of your accomplishments, including examples of how you add value to the company, have taken on additional responsibilities, etc. This way, you’ll have a professional basis for requesting a raise — not because you need or want one. Note I said “request” a raise, not “demand” one: Be confident, but professional and polite. And no bluffing about having another job offer — this isn’t poker, it’s your career.
I’m new to management and I’ve taken a job with a company where the staff has been there for many years. They don’t all seem to be on board with my new direction. How long do I give them before I start having difficult conversations?
Timing is a delicate balance and depends on the circumstance. Common rookie-manager mistakes include moving too quickly or too slowly to make changes in staff to get the right team in place. You need to articulate your vision and strategy, and give clear direction to each person what is expected of them. At the same time, assess their abilities to succeed and achieve your objectives. Generally speaking, if there are people who can’t seem to get with the program after three months, nine times out of 10 they never will. And anyone who actively resists change and undermines your objectives hurts you, the entire team and the company — and needs to be cut as fast as a football training camp walk-on who drops every pass thrown their way.