Asking for a raise can be intimidating, but it can also be empowering. Good employers want to support good employees, and sometimes that calls for upping their salary or pay rate. If you’re struggling with whether or not you’re at a point to ask for a raise, check out these four arguments below to see if you’ve got a case.
Maybe the company you’ve been working for started with ten employees and has now grown to over forty. If such is the case, that’s likely a sure sign that the company is thriving. Company growth often denotes company success, so asking for a raise if you notice that more and more employees are being brought on board can be a smart thing to do. After all, if your employers are able to pay onboarded employee salaries, they should probably be able to up yours.
Sometimes you get hired to do one thing, but then with some time and a proven track record, you’re given more responsibilities. Obviously, this great for progressing forward in a career path, but you should also be compensated for it. If you feel like your job description has changed since joining a company, consider how much more work you’re doing and what kind of pay increase you might deserve because of the added responsibility.
With a changing title almost certainly comes a changing salary or pay rate. It’s best to discuss a raise during your time of promotion, but if you didn’t get around to it (understandable — promotions are exciting!), it’s never too late to ask. Consider looking up average salaries across the country for the position that you hold and present that information to your employer when asking for a raise.
Perhaps your company isn’t growing and perhaps you’ve been in the same position for a year. That doesn’t mean you can’t ask for a raise. Bringing up your salary or pay rate during six-month or annual reviews is a wonderful way to get the conversation going about the potential of earning a raise. If you’re a good employee, employers will want to keep you on the team, which often means agreeing to a pay raise.
This post was originally written by Chelsey Grasso for Remote.com