A Brief Analysis Of When To Talk To The Boss About Salary Increase Is Most Appropriate.

But the risk of job hopping is obvious to all. If your job hopping today is just a matter of dissatisfaction with salary, why not try to talk with the boss before job hopping? Today, we briefly introduce three aspects of the timing, way and preparation for the boss to raise salary, hoping that you can get a raise without using job hopping.

　　 Opportunity 1: when the performance appraisal report comes out at the end of the year or the end of the year

Generally speaking, when the company performs performance evaluation at the end of the year and at the end of the year, the company will adjust its position and salary in the early second years according to the results of the evaluation. Therefore, if the result of evaluation is good, if there is a good result after comparing with other company's employees, it is found that there is room for increasing salary. Then, it is possible to raise salary to the boss with ability and performance as capital.

　 Opportunity two: when the company's performance has improved significantly

The company's performance is good, and the boss's mood is naturally cheerful. It also creates favorable conditions for raising your salary. As a member of the company, your efforts will be more easily recognized by your boss at this time. Conversely, if your company is facing a crisis, your application for a raise will only displease the boss.

　　 Opportunity three: work is appreciated by the boss.

When your boss praises you, it's a good time for you to raise your salary. First, because the boss sees your results, two, the boss at this time must be in a good mood. You can tell him half joking and half in earnest: there are plenty of opportunities outside now. If you don't keep me, I have to go. In this way, two or three times, the boss is sure to take heart.

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Case: the annual performance appraisal of Annie company started. She was very confident in her performance and gave herself a high score in the self-test scores. When it came to the one to one communication between supervisors and her, Annie conveys her voice in a similarly confident tone: "I have achieved the expected goal and overfulfilled with the assistance of my peers. I hope that the company will honor its commitment to employees, and I will continue to work hard to create greater value for the company". In this way, Annie is willing to get 1.5 times the average salary increase.

One of the skills: strength should be brave enough to express their expectations, too "polite" or "inconsistent" but will allow the company to ignore your existence.

Case: Frank is a small supervisor of the logistics department. He has been doing well in the company. After this year's salary adjustment report came out, he found that he didn't reach the expected range. He volunteered to ask the Deputy arbitration department in charge of the Department. The answer was that the company found that the salary of the staff was more than the market price through market research. Frank once again raised his view on this issue and vice president in a small talk. He thought that the company should not use a simple "one size fits all" approach. It should have different job and different people, different performance appraisal and adjustment, otherwise it would affect the enthusiasm of the core staff. The vice president thought that the reason was reasonable, and he discussed with the personnel department at the office meeting. As a result, the year-end bonus of Frank was exceptionally high, which was the company's compensation for the core employees.

Skill two: dissatisfaction with salary must be reflected through normal channels. It is very important to get direct support from their superiors.

Case: at the end of the year, Jack wanted to hop to a world top 500 enterprise. In the fourth interview, the personnel director inquired for his salary requirements. Jack added all his explicit income and hidden income to the original company, plus the possible increase in the new year. When he did not forget to tell the other company the salaries of similar positions he heard, he finally spoke out and hoped that the new company could make a good price. As a result, the offer that Jack got was higher than originally expected, because the company knew the market information from the interview and adjusted the salary arrangement in order to attract talents.

Skill three: knowing oneself and knowing others is the basis for discussing the price of salary. Do not conceal any information that is advantageous to oneself. Especially in the job interview, we must speak out our ideal price. This is the psychological tactic of supply and demand. Don't be naive to think about entering the company to talk about the price again. It must be too late then.

Case: Joanne is a senior executive secretary who has been in the company for six years without any job hopping or not even thinking about it. One day, she received a call from a headhunting company and asked her to apply for another position as a personal assistant of the president of China. Joanne humbly asked the headhunter for the price. In the bottom of her mind, she only offered her own price and did not move in six years. Joanne knew for the first time that she could still be worth so much money. Of course, she was passionate about the interview and got a high salary and a bigger working stage.

Skills four: do not easily refuse headhunters, they will let you know your value and market demand information, try to explore the headhunter's reserve price, prepare for their bid, usually give themselves 15% more room for deliberation.

Case: Le Ming likes his present job very much but feels that his salary is low. He never shows such dissatisfaction in public. So he finds a chance to travel alone with his boss and asks his boss if the salary system will not change, can he help his MBA study or go abroad for company training. After finding out his request, he decided to send him to headquarters in the United States for a year. Le Ming happily accepted the award of the new nature of the work. Overseas experience can not be estimated by money.

Skill five: in some companies, the salary system is rigid. Do not haggle over the amount of money with the company. It can dig other treatment of the company and not openly publicize. The communication with the boss is also maintained on the elements of self improvement and development.