I want a promotion and a pay rise!

Back in my corporate days, there'll always be that question hanging in our minds, especially at the financial year end - Will I be getting a pay rise and if so how much? Will I be getting a promotion after slugging it out for a few months or years in this role? I think I deserve a better pay package next year because I've been getting good feedback from my bosses and my peers..... It's something that we go through each year and it could get quite emotional.

I've been on both sides of the fence.

I've been the one waiting for management to decide how much I'd be getting and if I'm due for a promotion OR be the one deciding the salary adjustment and bonuses, and also the consideration to promote.

For this particular write up, I wanted to share my own experience and suggestions on how you can strategize, plan and push for that pay rise and promotion! Now, it won't guarantee you that you'd get what you want straight away, but I think it would at least get you on track towards an improved compensation and role expansion. I WON'T be talking about the basic stuff - performance, doing your job to the best of your availability, growth mindset etc. You can find that elsewhere. This is a different approach.

So here you go! This is going to be a long one....

Immaculate Self Awareness

AS A STAFF - Learn how to ask yourself questions. Even the hard ones. If we have never questioned ourselves, then it's very odd. I think that when we are trying to market ourselves as an achiever or someone who has grown beyond our own work scope and can already do more, we have to be able to answer questions that our managers would ask us during a performance review or when we are requesting for a pay bump.

Here are some of the questions I've asked myself and also how I challenged myself by twisting the question to make it harder. Just so that I really think harder about what is happening around me and put things in perspective.

Basic: Why should I get a pay rise? --> Twist: The market tanked and the company isn't doing so well, why would I deserve a pay rise? How do I rate my performance in comparison to the rest and if so, how far ahead or behind am I?

Basic: What have you done to deserve a promotion and a pay bump? --> Twist: What has changed for you in terms of your deliverables, and what clear impacts have you done for yourself, your team and the organization? Beyond dollar and cents, if I were to summarize my year in 4 bullet points, what would it be? And would my team members or bosses say the same about my personal achievements?

When you prompt this questions, your mind immediately creates a plethora of answers and mostly are self serving. What this exercise is meant to do is raising your own level of self awareness. See where you are at within your role, what actual value add have you brought to your team or department, and finally where has your contribution help bring the business go up a notch (even by a miniscule notch).

AS A MANAGER - I've met too many people who came in to see me and out of nowhere start either begging OR getting upset about not getting what they wanted. And most of the time, it's really a surprise. Like nowhere in the performance review, conversations at work, or any notice at all. OK, what I'm talking about here is more for those that want a much higher increment, like above 15%.

Generally, I'm quite ok with giving the right amount of increment if it is worth it. What determines worth for me, is if they hit all the performance quadrant right - Self, Team, Organization. If someone is at that caliber, they are an asset and would be leadership material. It then poses the question to me rhetorically as a manager, why I'm not acknowledging the real worth of this particular individual. By being self aware - you'd be prepared well in advance and you have all the points ready when putting in the request be it on paper, email or in conversation.

The Campaign

AS A STAFF - Like it or not, there'll be time where you need to showcase and flaunt what you do. Just when things really matter, because if you don't sometimes people that need to know, wouldn't know about it. Of course, there'll always be that one person who'll be flaunting it like it's a national parade on a daily basis but for those type of people usually management would know. So...What should I flaunt or a better word to name it, campaign about myself? This is about playing the long game and making sure my hard work or success is being noticed.

For starters - get to know your stakeholders. Not just those who you report to, but to those that are within the supply value chain of whatever you are doing. Organizational structure is designed as such so that the different functions and roles intertwine - creating a process. You, play a KEY role, within that whole process. Your stakeholders should know how and when you have made a progress OR achieved something.

Secondly - Mark you calendars like it's your birthday. In a year, there's 12 months, 4 quarters, 3 months in each quarter. We all have things to do and if you have a plan for the year, don't execute them all in one quarter. Plan them so that you have achievements that are noticeable each quarter and save the BANG for the last quarter or the one before performance evaluation. Of course, this is subjected to if the BANG is a good BANG ?? In your calendar, allocate a time for catch up and updates with your managers or stakeholders, so that you can update. Gosh I love people who update me as such, it just means that I've got people who ARE achieving something and driven.

Thirdly - Any campaign always have supporters and haters. For me, it's about ignoring the haters (cause of the negativity) and focus on the supporters. Of course, if you are a none performer then it's a different story. Let's assume you are really rocking it at work. The supporters are those that continue on to heap praises and words of motivation to you. They fuel you and they infect that positivity so that you continue to build momentum. And usually, supporters, without asking are the ones that give good feedback to managers. I attest to this, as a manager, I need my whisperers to let me know things I don't know. I don't usually believe everything (take it with a pinch of salt) but you can tell which stories really describe someone really doing their part. A group of people showing support of an individual is a sign of a cohesive and collaborative team.

Lastly - Patience. Continued efforts at campaigning and pushing your worth does have it's impact - sometimes it could be tiring. Always note that, people respect fighters who don't give up especially if it's a good cause - great performance and respect from the team. If it's not now, it'll be next year. It is bound to happen and good things come to those that try...and try hard.

AS A MANAGER - Each year, managers would be required to make that hard decision to rate their team. And usually most would then be forced to award the top performer better than the rest. With many departments and headcount, sometimes we'll use the bell curve to work out what the compensation packages and movement be like for everyone. It ain't fun but it has to happen. For many who don't know, those who are in HR or in senior management, we do look into the compensation history, performance records, notes/remarks, stories (sometimes unnecessary ones too), market comparison and also business performance. Our hands are pretty much tied, when it comes to awarding higher pay for performers. And ehem....it's common for head of departments to argue which of the team members should be getting more and how much work they do. So going back to the 'campaign' point, we managers need your help. Your campaign plans, your achievements, your story actually helps us in justifying why you deserve that pay bump. When you have a really good track record and I've been updated on the progress throughout the year, I as your manager, feel that I have to FIGHT for you. You've invested so much time and effort, and this is the least that I can do. Ok, this is a bit like FOMOing me into pushing for your pay raise, but that's what campaigning is all about. Give your bosses the ammunition to champion you for a promotion - a pay raise. Don't forget, it's a once in a year session, so it's not something we managers do everyday so it's considered a rare yearly exercise. So we don't prepare for it as much as we prepare for projects. Help us, Help you.

Being a Leader, even when you don't have the title...

AS A STAFF: "This is way above my paygrade" We often get that a lot from people when things get a bit complicated or it's something we don't want to bother about. Which is fair - cause it's not something we should be meddling with. But if I recall throughout my years working, the ones that usually GETS the promotion are the ones that don't usually utter those words. Look, they don't necessarily just barge in and start solving problems that they were not meant to deal with, but there's always this curiosity and the desire to help. High performing individuals know that when there's an issue, they do take interest in it and would spend time to understand what's happening. I recall back my time at one of the firms I worked with, and I had a staff who was manning the front desk. She was immaculate in her work, quick on her feet, get things done no matter what, always one step ahead and on top of that, always looking at ways to improve within her department. That screams leadership qualities to me...and yes at that time, there wasn't any particular role for her. But with an expanded job scope, focus on developing others (people managing element), clear development plans for the individual, team and also impact to the organization as front desk is the first point of contact F2F and on call for clients. We created a title for her and promoted her, and of course the recognition was relished by her. Now she is a manager and leading a team regionally - all that, started off from working at the front desk. So before you say "this is way above my paygrade", just hang on for a second and think of the opportunities.

AS A MANAGER: Being a team lead or holding a senior management role, isn't easy. Yes, the pay is more, the benefits are better and it looks like we are doing fine. WRONG. It's never easy cause the buck stops at us. And there'll be many instances where I had to be on the receiving end from key stakeholders when things turn haywire. I'm not afraid to put up my hand and take responsibility, bite the bullet. Cause at the end of the day, I'm the team lead and it is my responsibility.

Like the knights of the roundtable, one single knight won't move mountains But if you have a whole horde knights with you, you can conquer a nation. We're talking about people with the same values, driven, willing to give their all, leads with their hearts and mind. Any manager always look for a knight (male/female) to be their support structure so that would mean, finding someone who can compliment me. Compliment my working style and fill in the gaps that I have as a manager. So if you are thinking about asking about the pay rise or promotion, be CLEAR on how you can come and be the knight for your manager. And you don't need to have a title to do that. A bit selfish, but some bosses do need that support and vice versa, some bosses also love to give support to their team where possible (some....not all). It's about reciprocating and having that understanding - we help each other.

Taking a gamble

AS A STAFF: Play our cards right, we may be able to get a win. When I was going up the corporate ladder and trying to find out how high I could go, I'd always plan ahead and look at my potential career progression in the organization I'm in. If I sort of know that it's going to be stagnant in terms of progression for the next few years then to compensate the lack of job expansion, it'd be a steady increase in pay. Usually, I'd be taking on other work items and tasks that are value add for the organization and constantly push for improvements. So far, that has worked for me because I still get solid increments and somewhat job satisfaction + challenge because there's something exciting to look forward to. I'm not fussed about the title. BUT, here's when you need to know when to take the gamble. If at any point, you feel that things aren't working out where pay is stagnant or lower than usual increments, you are just doing the same bloody thing for 3-4 years straight (or maybe less for impatient people), then it's time to look out. I'm not asking you to use an external offer as leverage to bargain for better pay. That's not cool - something I won't do. What I'm asking you to do, is to take a gamble, ON YOURSELF! Do your research right, ask around, speak to headhunters (those guys knows loads of stuff we don't know about), and try to look outwards. Get a career coach to run through the mills with you. When it comes to making the jump to another organization, we'd probably be happy to take it on if the pay rise is at least 25% and above.

AS A MANAGER: I've always got guys in the office who'd be telling me if there's going to be a flight risk for any members in the office (it's just how I operate). So sometimes, when we do meet you and you wanted to talk, half the time I'm pretending to be shocked at something I'm probably aware about. On a serious note, in management, we gamble as well. I've learned to accept the truth that an organizations with the right structure and core people inside it, when there's attrition or an exodus, we probably can survive and move on. Yes, it'll be tough but it's part and parcel of running a business. One thing that I have always valued, something I learned when I was in Japan, was the value of loyalty. For me as a manager, performance and personal drive is important but I do give credits to those that showcase loyalty especially when things aren't going so well. Good managers would and should reward loyalty. So if you have been working for quite sometime and have had some form of job expansion, wanting to do more and wanting to grow within the company, you have in your hands a ROYAL FLUSH. Managers do love to hear that and would love it more, if what they heard is implemented by you. Use this time, to ask for both - Pay raise and Promotion. You've got your winning card there, and the timing is immaculate. I'm not lying when I say that, if you didn't ask and don't seem too bothered about it, highly likely I won't go through all the trouble to give you a bigger bump and that promotion. So yes, when you have the cards right - make the CALL - go ALL IN.

Groundhog Day

There's probably many more better suggestions on how to push for better pay and promotion. I'm just sharing this from my point of view with a slight twist to it. And most of it came from the flashbacks and moments I experienced at the office in 3 different countries.

As a final note, it is groundhog day each year, when it comes to performance review and salary appraisal. If you continue the same approach each year (do nothing/say something but with no backup/don't know what to say), then expect the same or just be content with what is being awarded to you. But if you want to push the envelope and aim to get up the corporate ladder with all the fanfare (higher pay rise and fast track or on time promo), just plan way in advance and work towards it - It's like watching your Grabfood rider delivering your food and you watch it on your phone from the moment you have pressed the order button.

It starts off with a simple conversation, breaching our very own comfort zone and then shifting gears by taking full control of our own career. If you are in the driver seat of your career, there's NO reason why they wouldn't pay you more. If they truly can't pay more and you've outgrown your role, take a gamble on yourself!

All the best #theincompleteleader