how to avoid mistakes and communicate effectively with your boss

Instead of the word “raise”, which often causes blockade among superiors, Karwowska advises to use more neutral terms. – Employers are allergic to this slogan. It is better to talk about “working conditions and pay”, “increased remuneration” or “adjustment of remuneration to current duties”. Such language sets the conversation in a completely different tone and allows both parties to approach the topic as a standard element of a business relationship.

Preparation is key: salary reports and a success folder

A key element of preparing for a salary interview is knowing the market rates. As the expert notes: – People are completely unaware of salary reports, although you can find a lot of free data on the Internet. It is also worth talking to people from the same industry and comparing your salary.

This “homework” before the interview allows you to set realistic expectations and strengthen your argument with specific data, instead of using the worst possible argument: “but I don't have enough.”

The second important element is the creation of the so-called brag folder, or, as Anna Karwowska explains, your “success folder”: – This is a place where you collect all your achievements, praises and successes.

It may be a note on the phone, an e-mail from a client, a screenshot with a nice message, praise or numerical data. Anything that can be an argument in negotiations. — Even a message on Slack saying “you saved my day” is valuable,” explains Karwowska. He also adds that such a folder helps not only during negotiations, but also on bad days, when we have a crisis of self-confidence or the meaning of our work.

A good time to talk about a raise

The moment of the conversation is as important as its content. – Employees often wait all year long, counting on the scheduled time for pay raise talks. Unfortunately, they are then one of many applicants, which lowers their chances, says Anna Karwowska.

He also warns against a spontaneous ambush against a superior. — Let's not catch the boss running between the elevator and the kitchen. The best moment is after the project is completed, after an internal success or just after an intense period, when there is a moment of peace.

Do you want a raise? These are the arguments that don't work

When planning a conversation, it is worth avoiding some arguments. – Justification based on the high cost of living or inflation is not good, because it also affects employers – explains Karwowska. – Experience alone is not enough – If we do the same thing for eight years and do not take the initiative, there is no basis for a raise. Worst argument? That someone else earns more – we do not know this person's entire history, experience or competences. It's better to focus on yourself and your work, not on others.

The expert places particular emphasis on the language used during negotiations. – We don't use the subjunctive mood. This is one of the most common mistakes during interviews. The subjunctive mood in negotiations and recruitment interviews kills arguments. Instead of: “I would like to earn more”, it is better: “I believe that my remuneration should reflect the value I bring to the company.”

Real salary ranges

When it comes to financial expectations, the expert shares practical advice: – It's a good idea to ask for a percentage of your current salary, not a specific amount. Standard increases are currently 5-10%. annually, although in the times of El Dorado in IT there were even 15-20 percent. It should be remembered that the higher the salary, the smaller the raises, unfortunately – adds Karwowska.

Alternatives to a raise

When a raise is not possible, Anna Karwowska suggests alternative solutions: – If we hear that there is no budget for raises, we can talk about a reward or a discretionary bonus that will compensate for the raise spread over several months. Usually this is money from a completely different pool.

Other options include flexible working hours, additional days off (e.g. for birthdays or after the completion of a project), as well as the possibility of carrying out additional orders for the company that go beyond the basic duties.

Two benefits are particularly valuable today: remote work and professional development. — I know a company where remote work was available as a benefit for people with good results – everyone fought for it, because working remotely four days a week instead of two was very valuable – says the expert.

He also mentions “job shadowing”. — This is not a classic delegation, but a personalized trip to another branch of the company, where you can learn through experience by watching someone at work. Sometimes, as compensation for the lack of a raise, the employer offers to pay for postgraduate studies or training.

When you fail to get a raise. What's next?

If the negotiations do not bring the expected result, it is worth keeping your emotions in check. — The most important thing is that when we end the conversation and we don't manage to come up with anything, we set a very specific time frame to get back to the topic.

The expert emphasizes that the break in negotiations should not exceed two or three months, because only then will the decision-maker still remember the matter. Often, specific expectations are set during such a conversation – what the employee must achieve to receive a raise.

It is also important not to give the employer an ultimatum. — It is worth emphasizing that we want to continue to develop within the company's structures, advises Karwowska. A good approach is also to show understanding of the broader perspective: “I am aware of the company's strategic goals and I want to support them. Due to my performance, I believe that my salary should be in line with future tasks.”

Are you most likely to get a raise by changing jobs?

In many industries, the highest salary increases are achieved not through internal negotiations, but when changing companies. – The company has a completely different budget for employment and a different budget for raises – explains Anna Karwowska. A standard job change can bring a higher salary of up to several thousand zlotyswhich often exceeds the possibilities of negotiations with the current employer.

The rising minimum wage exacerbates this problem. — The increase in pay is currently the worst for people earning average wages – notes the expert. Companies must simultaneously retain the best and equalize the lowest wages, at the expense of workers in the middle of the scale.

Talking about salary is not a favor or a whim – it is a natural element of a business relationship. As Anna Karwowska summarizes: – A business relationship is a partnership relationship. Changing the approach to talking about salary – from hierarchical to partnership – may translate not only into higher earnings, but also into greater job satisfaction.