Q & A Table of Contents
Two Raises in Four Weeks
Question: I recently received a promotion at work, to a pay grade 7, which will become effective on April 1st. The company I work for has just raised the pay range scales, just 1 week before my promotion. People already in pay grade 7 that do not make the new minimum salary will receive a raise. If they are above the new minimum, they will not receive any additional pay. This is great for me, as I will be starting in my new job at $1.00 more an hour than I expected, but my annual review is scheduled for April 29th, and I've just been informed that I will not receive a raise on top of my new salary because it will not be fair to others who have been doing the job longer and are just being bumped up to the new minimum. I have been with the company for three years and this is my second promotion. I feel I am due a raise on top of my new salary, since I have been a hard worker for the past year and I will have been in my new position for a month prior to my review. The company has no policies regarding situations like this. How should I go about getting my raise?
Response: Frankly it sounds as if your annual review came about ahead of schedule and as a result you've been promoted to grade 7 and will have received the benefit of the higher rate of pay a month early. Think of the other people in the firm who have to wait their turn for their annual review, rather than being jumped over the line as you have.
To play the devil's advocate -- and to help you develop a strategy that may bring about the result you are seeking -- let me raise some questions:
1. Why did you get singled-out for a promotion and the consequent pay increase ahead of schedule?
2. What does the company have to gain by giving you yet another increase in compensation a mere four weeks after your current one kicks in?
3. Was your promotion to grade 7 based on a particularly noteworthy accomplishment? If it was a reward, gaining you four extra weeks at a higher grade and higher pay, what have you done since that decision was made to further increase your value to the company. Have you created a reason for an additional reward?
4. If the April 29 review does not yield an immediate change in grade and/or pay, what other rewards could you hope for? Being in a position to have another review ahead of schedule? Getting a better parking space? Having greater influence on your vacation schedule? Being given a personnel report that will increase your future upward mobility in the company -- or which might be useful should you ever have reason to change employers?
In other words, are you working strictly for money, for title,for other rewards, or for a combination of those? What are your priorities? What priorities of the company are you serving and are there incentives you can offer them or that they could offer you to be an even more valuable employee?
5. As you may surmise, the case you have presented in your question seems to focus strictly on the benefits you want. It does not appear to reflect any concern for the benefits you offer the company or a justification for improved compensation other than 'because I want it.' Put yourself in the shoes of the company decision-maker(s); it could help you develop a far more convincing argument for the result you want.
Please let me know if there are circumstances you left out of your original question. I wish you luck.
Good luck and good negotiating, Steve.
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