You’ve been underpaid for a while. How can you get your boss to pay you what you’re worth?

How about organising a flash mob in the office? Choreograph a dance routine with your colleagues to the tune of "Money, Money, Money" by ABBA. The grand finale? A banner that reads, "Just a subtle hint for a raise"

Documenting your contribution, and being vocal about it is necessary. Do some research on the salary range market standards for similar skills and experience this will help in knowing your value and set realistic expectations.

Knowing your value is much more than getting industry reports and data, it is also about what you've achieved for your organization. When you are interviewing you are pitching what you could achieve based on previous roles, but when negotiating a raise in a current role (same applies for a promotion) you want to be using what you have achieved for the organization. Whenever possible give quantifiable data (even if you think your boss should know it): instead of "I led the team through project X" say "I delivered project X which has now been rolled out to N customers over 6 months delivering M ARR."

Few useful tips: 1. Gather information about industry standards and average salaries for your role in your location 2. Create a comprehensive list of your accomplishments, contributions, and any added value you've brought to the company 3. Clearly articulate how your role positively influences the company's success 4. Choose an appropriate time to discuss your compensation 5. Rehearse your key points 6. Whenever possible, quantify your contributions in terms of revenue generated, cost savings, or efficiency improvements 7. Show Your Commitment 8. Research Your Company's Policies 9. Be prepared for a discussion rather than a one-sided demand 10. Express Confidence Professionally 11. Seek Feedback 12. Consider Alternative Benefits

Here is best approach to negotiate fair compensation: 1. Research industry standards and benchmarks 2. Make a list of your accomplishments and contributions 3. Choose a time when the company is performing well financially or when you have recently achieved significant milestones 4. Request a meeting with your boss to discuss your compensation 5. Present your research on industry standards, and highlight your achievements 6. Anticipate potential objections from your boss and prepare responses 7. Approach the conversation with professionalism and confidence. 8. Be open to compromise and willing to discuss alternative forms of compensation if a salary increase is not immediately feasible. 9. Be prepared for different outcomes

Knowing your value is one thing. And yes you should do research to have a sense of what peers have. Second thing is that you should not make a direct comparison with a colleague. Everybody has their on path and strenghts. Therefore focus on what your strength and values are. Set goals during the year so you can show your progression

Sadly, too many business professionals fail to know their market value and soldier on without being adequately compensated. It's not acceptable for an employer to undervalue their employees, but they do in masses. Research, research and research. What are your peers at the same level with same roles and responsibilities at the competitor earning? Don't be frightened to ask. Use the salary web sites, ask your professional association who can often help. Prepare a business case with a 'One Page" highlighting your accomplishments with as many facts and figures you can muster. Arrange an appointment on a Thursday the best day psychologically to tackle and resolve salary issues and go for it.

Do you show your value? Knowing your value is one thing, demonstrating, proving and showing is what you need to do. Market research and paper analysis is one thing, but your actions speak louder! So, do you show up? Do you show your value? How do you show your value?

Do your homework, what are the industry standard salary ranges for your position. Clearly demonstrate your skills, experience, qualifications, and proven accomplishments. List the skills you have learned through education and on the job experience. Highlight your accomplishments and positive contributions to the role and your company.

Tanto para colaboradores como Managers a documentação de pontos positivos e oportunidades de melhoria (com exemplos) serão marcos relevantes para uma análise isenta e contextualizada. Nesse sentido, a documentação dessas conquistas ampliará e apoiará determinadas decisões e avaliações de colaboradores.

Yes, I think it is a good idea to list down your contributions to show how you have added value, solved problems and exceeded expectations to your boss to get the right pay for your efforts.

If the company has a policy to increase salary based on performance, and you see that you are not seen, then you have to : 1. Keep performing, 2. Do not complain or discuss this with your colleagues, 3. When is happening that exactly what was done by your department, or especially by you is highly appreciate by, for ex : customers, HQ 'a, then try to have an informal meeting with your boss. During this meeting underline your performance through what gave to the company :for ex saving costs, employer branding, high quality of products, etc. You always, when you want an increase, have to underline the benefits for your organization have with you. But not humble and diplomatic

The optimum time to discuss and bring up a salary increase is during your annual performance review. If you have not had a salary review in over 2 years then anytime is the right time to bring up the subject. Be positive, confident and to the point. Have a number in mind or percentage increase ready. Do NOT make ultimatums unless you are ready to accept the consequences.

With current market fluctuations, timing is also key. Business acumen will allow you to assess the state of the company financially when not explicitly or publicly stated within the employees. Don't attempt to negotiate in the midst of layoffs, hiring freeze or any other financial problems. It's likely you'll get an immediate rejection, even if the increase is well deserved. This awareness will also come in handy, if the company is thriving and will significantly expand, as it might be the perfect time to ask the business for an increase, especially in times of high revenue or funding influx.

It really helps to keep a log of the projects you've worked on, positive feedback you've received and important achievements, especially when they have a major business impact. Your manager might not remember every positive outcome by heart. They carry with a lot of responsibilities and other colleagues to manage, so our job as "subordinate" or better said, managees, is to make their lives easier. By walking your manager through your tracker or log, backed by evidence, data and results, you'll gain enough confidence to make the right pitch. Simultaneously, managers will also have the proper data at hand to make the request to the business, with a higher chance of success.

Usually rejections will come with an explanation, but they might be vague. If so, and further clarification might be needed, don't be afraid to ask. If it's performance, set goals and explore strategies to close them. Set a timeline for any scenario, and discuss with your manager if the timeline makes sense for follow-up conversation. Set a reasonable time limit for yourself in private, and do your best to achieve the proposed goals while showing your worth. If passed the time you've set for yourself you still get a negative answer, it might be time to explore the market.

Make it their problem, not your request. Compare your actual work to your job description. There is a strong possibility that you are doing work outside the scope of your job description. This can mean you are doing the work of more than one job or have effectively been promoted without a new title or raise. Detail the difference between your work and job description and then ask how they would like to fix the situation. And ask for retro pay going back to when the mismatch started. They won’t have an answer right away so make sure you agree when an update on their progress will happen. A week is reasonable.

Não conseguir a revisão salarial pretendida poderá levar a diferentes caminhos na organização: 1. Definição clara de gaps e necessidades de desenvolvimento do colaborador 2. Envolvimento do colaborador nas metas de desenvolvimento desenhadas 3. Postura positiva e aberta perante o plano de carreira em que está envolvido 4. Saída da organização - se nenhum dos pontos acima estiver pensado e planeado no processo de desenvolvimento do colaborador!

If you have met all targets, expectations, and deliverables and your company is trending upward, is is making a hefty profit and you have not had a raise in over 2 years... time to get your resume updated and begin your job search for a company that appreciates your services! Better to be proactive.

If you are in this situation, it certainly calls for a 1:1 with your manager. Here's what I did once and was successful: 1. I got the LOCAL market data not just with comparable job titles but with the job responsibilities. Job titles can be misleading. 2. I ensured that my data includes the industry benchmarking info 3. I prepared an impact report on what I did for the organization in the last 3 years, particularly in the last 6-12 months. I also compared to the organizational growth in the areas I had worked and how it impacts the bottom line. 4. I compared my job profile with other managers in the same band with similar qualifications and experience. I was still below the internal benchmarks. Data speaks!

Sometimes you must find another job to get your current boss to listen. You can leverage the new job to possibly get what you want from your current boss but be prepared for the boss to say no....then his loss and your downside risks are covered.

Request a meeting with your boss to discuss your compensation. During the meeting, articulate why you believe you deserve a raise based on market research & documented achievements. Approach the discussion with professionalism & confidence. Keep the focus on your value to the organization & your desire to continue contributing at high level. Be open to negotiations & consider alternative forms of compensation like additional benefits, professional development opportunities, etc. Remember, advocating for fair compensation is not just about your paycheck. It’s about recognizing & valuing your worth as a professional. By approaching the conversation strategically, you can increase your chances of securing the compensation you deserve.

There is one thing you must consider: Your boss already knows that you are underpaid. In fact, giving their employees low salaries is one of their strategies for profit. In a situation like this you don't have much choice other than finding a new job. You can negotiate with your boss to stay at your current job when you find a new one, but even that might not be enough for a raise.