Ladies, Here’s How To Ask For The Raise You Deserve
Because you don’t get what you don’t ask for
Just for a minute, I want to talk to the women in the room. Because statistically, it’s you that don’t ask for raises or promotions. Us women are raised to put other’s needs before our own, and we are told that self-promotion isn’t ladylike.
It’s no wonder then, that women are four times less likely to ask for a raise than their male counterparts. And as a study found by Linda Babcock, who is a Carnegie Mellon University economics professor, when women do ask for raises, they typically request 30% less than men. [Insert frustrated eye roll emoji]
There is a simple solution to all of this.
Ladies, start asking for what you want.
But, yes, I know that’s easier said than done. It can feel challenging because we don’t know what we are worth. We don’t know all of our strengths or what we bring to the table.
So how do we eloquently (yet directly) ask for a raise?
Hint: Get To Know Yourself Better First.
And once you’ve done that, here are a few pieces of advice that get you to shift from entry-level to what you’re really worth.
Come Prepared
Like any meeting, debate or presentation, we come prepared. The same holds true for a conversation around a raise or promotion. Do your research first. What are the competitors paying for your role? What are you asking for? Do you have a number in mind? How are you justifying that number? Think about your message.
Plan Your Timing
Your conversation may not go anywhere if you’re catching your boss on the way out the door, or before a budget-meeting. Think carefully about when the best time would be to raise this important issue. Make sure you get the time and attention you deserve. We all have things to do, so make sure you offer that same respect to your boss.
Ask him or her, when would be a good time to sit down and talk about my performance?
Know Your Worth
See the hint above! Get to know yourself and what your strengths are. What do you do better than the other staff? What unique skill do you bring to the team? What fresh perspective do you offer? Focus on both the tangible and intangible skills you bring. Are you a great company spokesperson? Do you often diffuse staff disagreements? Are you the top salesperson? Who are you? What are you good at, and what do you offer?
Leave Room For Compromise
It’s also important to know how you will compromise. Remember, this is a conversation, not a demand. Often we go into a discussion for a raise or promotion with an expectation that our needs will be met, or else we will be frustrated. But think about it this way. If you get precisely what you asked for, you haven’t asked for enough!
Think about what you want, then add some extra. Chances are you’ll have better luck getting closer to what you want by asking for a little more.
Most Importantly, Follow Up
Raises and promotions don’t always come after one meeting. Your boss may need time to think about it. They may have objections like now isn’t a good time, or it’s not in alignment with their annual salary review. They may need to review the budget or even get third party approvals. The point here is to make sure you continue to follow up with your request. Believe me, when I say, they won’t do it for you.
Kimberly is a dreamer and writer on confidence, sustainability and relationships. She is currently living in beautiful Vancouver, B.C, where she founded The Self-Confidence Project for Women.
Her mission is to create a confident and more sustainable generation of women.
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