How can you use self-assessment tools to negotiate a raise or promotion?

Self-assessment has little to do with a credible request for a pay increase. Of course, you must do a good job for your boss to consider raising your pay, but your principal argument for a pay increase is not, “Look what a great job I’m doing!” To get a pay raise that is larger than average or one that falls outside the annual salary review schedule, either your responsibilities must have increased significantly or you must be paid well below the market rate for the work you do – or both. Gather salary survey data. Drill down to find out what people with your level of experience get paid for similar jobs in your area. Your boss will need someone else’s approval to grant your salary increase. Make it easy for them to make your case.

Identify your strengths and weaknesses. What are you good at? What areas could you improve? Knowing your strengths and weaknesses will help you prepare for your negotiation and highlight your value to your employer.

Every organisation having a clear performance management system, would not want the employee to self assess/ but update the actual performance once the review period is complete. Employees are indicated on their goals well in advance before the review period starts. Yes an employee should sell / glorify his achievements in the appraisal meetings as many a times we are in an assumption that my boss knows it all. However there may be many contributions which might have helped the organisation but the manager is not aware as there are multiple employees like you under him. Tools may surely help you to prepare for the next review cycle however while in the review this may be of very little help. Hence have clear agenda before the review

Preparing for a raise or promotion, and utilizing self-assessment tools can prove to be an invaluable resource. ? Compile a comprehensive list of your most significant accomplishments and contributions. Whenever possible, provide quantifiable data to reinforce the strength of your case. ? Make sure to highlight any newly acquired skills that you have obtained since your last evaluation. This will demonstrate your commitment to professional development. ? Reflect on how your responsibilities have evolved over time, noting any additional tasks you have taken on or challenges you have overcome. ? Finally, seek feedback from colleagues or clients to gain an external perspective. This will give you a well-rounded view of your contributions.

Set realistic goals. What is a realistic raise or promotion for you to ask for? Consider your experience, skills, and the market value of your position. Self-assessment tools can help you identify your market value and benchmark your salary against others in your field.

Personality tests can be really useful although I have only seen them be effective when you take a 360 degree approach to this, I.e. managers and team members all do it. Remember that having different personalities on a team is recommended (I would say essential) but knowing how to work with each other is key. Do it as a team share results and make sure that the manager at least is aware of results. They will then be able to use this to be a better manager and leader for you. If team members all know, then they can also be mindful on how to work with others on the team.

One thing to remember here is don’t just look at job titles. They are often different across the industry but if you compare job descriptions and responsibilities you might find you are doing a job which is paid well across the industry but has a different job title. Use this to put forward your case for change if you are below the salary band

Make sure that it’s not out of the blue for your manager. I would encourage anyone to start discussions with their manager as soon as you have a few achievements under your belt for the year. Ask them what they need to put forward the promotion case and where you may need to do more. Make it easy for them. When it comes to promotions, most managers don’t make the decision, they have to make the case to someone else and/or finance. This all takes time to turn around so start the conversations early, know what you are working towards and what is going to make a difference. Keep a log of achievements and good feedback. Encourage others to email your manager with great feedback. Track progress with your manager during 1:1s