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re: Asking for a raise- is 20% too much? UPDATE: Page 2
Posted on 10/20/17 at 7:07 am to Da Hammer
Posted on 10/20/17 at 7:07 am to Da Hammer
quote:
I would likely let someone go after two years if they asked for that much knowing that in the future we won't be able to keep that employee happy.
Would you let someone go if they commented on something without reading key details beforehand?
0
Posted on 10/20/17 at 7:28 am to CorkSoaker
I agree unless you can show how it compares across your industry and even then 20% is quite a number. How about 10% in combination with some other benefit, such as time or the likes.
What would you do if they said no or rebutted with 6, 7%? Think this rascal through, best case and worst nightmare
P.S. I assume your bosses know your wage in comparison to the industry standard...think, think long and hard, timing is your friend
What would you do if they said no or rebutted with 6, 7%? Think this rascal through, best case and worst nightmare
P.S. I assume your bosses know your wage in comparison to the industry standard...think, think long and hard, timing is your friend
This post was edited on 10/20/17 at 7:34 am
Posted on 10/20/17 at 8:10 am to Upperdecker
quote:
I don't see any issue with asking for 20%. Just go in there with the same reasoning you gave us. "Additional responsibilities (list them), certifications, etc". Show him why you add more value than you did when you started and ask for a valuation increase with the raise. Based on what you told us, it sounds reasonable for you to ask that. I don't think he'll throw you out for asking for 20%
I agree with all of this.
Posted on 10/20/17 at 11:09 am to TheDeathValley
What is the salary range for a safety professional? I'm curious because out of school I worked for an analytical lab that did a lot of IH sampling, and I always wondered what the job brought in.
Posted on 10/20/17 at 11:38 am to TheDeathValley
From the sound of your post, you only have two years in a totally new department...I would consider that entry level.
20% would mean you're asking to be compensated as if you were being promoted. If you left the company today, would they need to replace you with a senior level employee? If not, I wouldn't expect that sort of increase.
No matter what, that conversation is going to change your relationship with your employer. If they lowball you, you will know what you're worth to them. If they give you anything close to 20%, you better be prepared to add more value right away because expectations will be different.
I would also talk to some recruiters to understand what you could reasonably expect if you were actively looking for employment elsewhere. That way you know whether you have a safety net if your request goes sideways.
20% would mean you're asking to be compensated as if you were being promoted. If you left the company today, would they need to replace you with a senior level employee? If not, I wouldn't expect that sort of increase.
No matter what, that conversation is going to change your relationship with your employer. If they lowball you, you will know what you're worth to them. If they give you anything close to 20%, you better be prepared to add more value right away because expectations will be different.
I would also talk to some recruiters to understand what you could reasonably expect if you were actively looking for employment elsewhere. That way you know whether you have a safety net if your request goes sideways.
Posted on 10/20/17 at 2:54 pm to ODP
Similar situation. My annual raise was 4% in the spring (most were lower than that) and then in August was asked to apply for a role internally that would have warranted a 20% bump. I'm the only person that was doing my current job so I asked my boss for 20%. I got 10% and am still going through the application process with the other job. We'll see how this goes but either way I am making 10% more than I was in August which is nice.
Posted on 10/20/17 at 4:30 pm to TheDeathValley
Fortune 500 probably has a scale for your position and years of experience that your supervisor can't deviate from
Posted on 10/22/17 at 10:12 am to SEC. 593
quote:
What is the salary range for a safety professional? I'm curious because out of school I worked for an analytical lab that did a lot of IH sampling, and I always wondered what the job brought in.
Depending on the company 60-80k first year is normal.
Posted on 10/22/17 at 10:43 am to TheDeathValley
I also work for a Fortune 500 company and manage around 650 employees. (Obviously there are layers of leadership that have most of the direct reports). Our HR system will not allow us to process an increase over 12% without escalation up to high levels of the company.
Generally speaking roles are broad and increase in responsibility is reflected in a good performance rating vs just doing the bare minimum. You will also be put in position to grow and develop at a higher rate than others. Also, we have a defined curve that includes years of service, expertise in technology, breadth of experience, performance rating, etc and you are managed on that curve and in my experience the only time we would ever consider an increase greater than the 12% at one time would be if we started an experienced hire very low and recognized that our initial assessment was not appropriate.
You have to realize there are many people carrying more than their fair share of workload in a Fortune 500 company and if every time some gets a few certifications and picks up extra work we arbitrarily give them a 20% raise, especially in functional roles that don't deliver a product, we would lose our competitive advantage.
Generally speaking roles are broad and increase in responsibility is reflected in a good performance rating vs just doing the bare minimum. You will also be put in position to grow and develop at a higher rate than others. Also, we have a defined curve that includes years of service, expertise in technology, breadth of experience, performance rating, etc and you are managed on that curve and in my experience the only time we would ever consider an increase greater than the 12% at one time would be if we started an experienced hire very low and recognized that our initial assessment was not appropriate.
You have to realize there are many people carrying more than their fair share of workload in a Fortune 500 company and if every time some gets a few certifications and picks up extra work we arbitrarily give them a 20% raise, especially in functional roles that don't deliver a product, we would lose our competitive advantage.
This post was edited on 10/22/17 at 11:24 am
Posted on 10/22/17 at 11:08 am to MonreauxTiger
Just depends how far off market you are as it relates to your job/skills. Having a written job offer really helps.
Even with that, you said that you work for a big organization. As a result, you may have to accept that you are a just a cog in their machine and likely easily replaceable.
Even with that, you said that you work for a big organization. As a result, you may have to accept that you are a just a cog in their machine and likely easily replaceable.
Posted on 10/22/17 at 12:57 pm to TheDeathValley
quote:
We get annual raises ranging from 3-6% depending on how your are rated by your supervisor. I received a 6% last year based on performance.
I think expecting 15.5% is excessive. I also think starting at 20% is too high to receive anything.
50k employee getting moved to 60k probably isn't going yo happen. fwiw you'd be better off asking for management program training or how to move up eith in the company to get that kind of pay increase without a fat job offer in hand. that's more long term but probably more realistic path to growth
Posted on 10/22/17 at 1:40 pm to TheDeathValley
quote:
Depending on the company 60-80k first year is normal.
Seems way high
Posted on 10/22/17 at 4:50 pm to yellowfin
In the petrochemical industry, it's not high. He's about right.
Posted on 10/23/17 at 10:51 am to yellowfin
quote:
Seems way high
I am way higher than this. This is for entry level, I am middle management.
Posted on 10/23/17 at 10:55 am to TheDeathValley
Update:
So I had an informal sit in with my boss, and explained that I was happy here, and that I would like to discuss my future salary. I had some details and figures ready for him (as you all explained). I explained that I felt that I should be compensated for the additional work I was doing, and for the experience/credentials I have earned, but that I was also not upset where I am at and would continue to work with or without a raise.
TLDR
He offered me a 10% performance raise starting 1/1/2018, and an additional 10% raise 1/1/19 and we set some realistic and tangible goals in a two year plan. After the 20% raise (which he said would be to get me up to where I realistically should be) it would be back to the traditional 3-6% raise unless I take a new salary band or role.
So I had an informal sit in with my boss, and explained that I was happy here, and that I would like to discuss my future salary. I had some details and figures ready for him (as you all explained). I explained that I felt that I should be compensated for the additional work I was doing, and for the experience/credentials I have earned, but that I was also not upset where I am at and would continue to work with or without a raise.
TLDR
He offered me a 10% performance raise starting 1/1/2018, and an additional 10% raise 1/1/19 and we set some realistic and tangible goals in a two year plan. After the 20% raise (which he said would be to get me up to where I realistically should be) it would be back to the traditional 3-6% raise unless I take a new salary band or role.
Posted on 10/23/17 at 11:22 am to TheDeathValley
quote:
He offered me a 10% performance raise starting 1/1/2018, and an additional 10% raise 1/1/19 and we set some realistic and tangible goals in a two year plan. After the 20% raise (which he said would be to get me up to where I realistically should be) it would be back to the traditional 3-6% raise unless I take a new salary band or role.
So using simple math, you're getting an 8% incremental raise spread out over two years contingent upon meeting specific goals?
Posted on 10/23/17 at 12:20 pm to ATLdawg25
quote:quote:
He offered me a 10% performance raise starting 1/1/2018, and an additional 10% raise 1/1/19 and we set some realistic and tangible goals in a two year plan. After the 20% raise (which he said would be to get me up to where I realistically should be) it would be back to the traditional 3-6% raise unless I take a new salary band or role.
So using simple math, you're getting an 8% incremental raise spread out over two years contingent upon meeting specific goals?
Yea that went great, didn't it?
The only way to get a 20% raise is to change companies. Or get a nice promotion in said company (but even still 20% would be an outlier).
Posted on 10/23/17 at 1:41 pm to TheDeathValley
Can you add 20% more value?
Posted on 10/23/17 at 1:49 pm to JayDeerTay84
OP thinks he had already added that much value and was due a compensation adjustment. His boss basically said he would pay him the 20% if he added the 20% in value over the next year and a half.
Posted on 10/23/17 at 2:01 pm to ATLdawg25
quote:
OP thinks he had already added that much value and was due a compensation adjustment. His boss basically said he would pay him the 20% if he added the 20% in value over the next year and a half.
So the facility I work at was purchased by the fortune 500 company two years ago, and I was asked to come help with the integration. My boss stated he had never had a dedicated EHS person in a role, so it was sort of created and he agreed my initial salary was a little based in our industry. He would give me the 10% (so about 7% more than the usual raises) this year and an additional 10% next year (%14 on top of what I would have gotten) and the G&O we discussed are pretty standard for my line of work.
I am pretty happy how it turned out. I will be compensated what I, and my boss, think is fair, and all parties seem to be happy.
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