I am getting ready to hand out raises for the next year. It’s been a rough 1 1/2 year, but now the company is doing great. I take raises really seriously.
It’s crazy to think that you hold people’s financial future in your hands so I like to take my time and really review their work instead of just going off of what has happened in the last few weeks.
The interesting thing is if you have worked really hard this year you probably deserve a raise, but does your boss know that you deserve a raise? You can work hard and be amazing…but at the end of the day, your raise is ultimately up to your boss. Here’s how to ask for a raise.
This year I was given some guidelines at work to determine what category to rank my employees between top performers, performers, and need improvement (we won’t go over needs improvement because they are barely hanging on to their job so they don’t really need to worry about raises).
This isn’t the same for all companies or bosses, but it gives you a general peak inside management thinking. In general, it is considered that around 20% are top performers, 70% are performers, and 10% need improvement.
We don’t hide these qualifications from our employees and let them know what we consider top performers vs. regular performers. Where do you fall in?
How To Get A Raise – Top Performers
This is the top group – it is considered that 20% are just amazing at their job or at anything in life. It’s not always just about hard work and productivity, you are expected to have a good attitude as well. These folks not only get a raise but also get a bigger 2nd raise that can be much more substantial than the first round of raises.
- Not only understands the job but look for opportunities to expand or enhance their responsibilities within the scope of their job.
- Consistently at work on time and covers extra shifts willingly.
- Behaves in a manner that promotes the well-being of other employees, customers, and visitors.
- Consistently maintains the integrity of the company and other sensitive information.
- Consistently completes all their training on time.
- Proactively volunteers for additional assignments to help the department succeed.
- Extremely persistent to get the job done in spite of difficulties.
- Works well under pressure.
- Thinking is mature, sound, and objective. Doesn’t let emotion get involved in decision-making.
- Promotes camaraderie within the department.
- Effectively leads and seeks out others in their own departments to resolve issues and facilitate progress.
- Can lead when supervisor/manager is gone; likely in line for management & successor training.
How To Get a Raise – Performer
Performers are the majority of the company, around 70%. They are good people and get things done but don’t take those extra steps like high performers. Also, highly productive people with bad attitudes fall into this category. We tolerate you because of your ability…but your attitude is not appreciated so you won’t be rewarded like other high performers that do their job without the hassle.
Regular performers will get a raise, they deserve it, but it will not be in the category of top performers and that is okay. You can’t have too many chefs in the kitchen to get the best results sometimes.
- Understand the job and consistently finish daily job duties.
- Consistently on time and occasionally takes other shifts.
- Behaves in a manner that promotes the well-being of other employees, customers, and visitors. (same as a high performer)
- Consistently maintains the integrity of the company and other sensitive information. (same as a high performer)
- Consistently completes all their training on time. (same as a high performer)
- Occasionally volunteers for other assignments
- Usually gets the job done on time.
- Handles most situations well and makes decisions under normal circumstances.
- Has no areas of “needs improvement” when performing their job.
You can see the difference between the two areas with the words “consistently” “usually” and “occasionally.”
If Employees Aren’t Performing, Maybe You Suck As a Boss
I really try to spend a lot of time looking at my employees and their contributions. After all, if my employees are not performing well and we don’t have a good team….am I a good boss? Employee productivity is a reflection of my ability as a boss.
If they are a low performer I wonder if I have done everything as a boss to help them succeed. If I have done my part and they can’t do their part it’s not a good fit. I need good fits more than ability. I can teach ability but I have a hard time teaching good attitude and self-motivation. On occasion, we don’t have a good fit, but it is rare. Good bosses build good teams. Crappy bosses worry about themselves.
How to Get a Raise – Forcing Me to Give You A Raise
I have several employees that are such good performers that I have no choice but to give them a raise. I love to give out money, it’s not mine after all. Hard workers deserve to be paid well, and deserve to be treated above those that just clock in and out and are “attendance employees.”
It’s going to be a fun holiday and new year for lots of people! If things are going well at your work the new year and budgets are a good time to hit up the boss or even ahead of time because budgets may be set by that time. Go get what you deserve!
Do you deserve a raise? What have you done to put yourself in a position to get a raise? Does your boss know what you do?
