Seven major workplace salary increase strategies

No one is opposed to working to earn compensation, but once upon a time, talking about salary has become the most difficult thing to say at work. Have you ever wondered whether "according to company rules" is the only standard answer?

There is an interesting investigation. Among the 875 human resources directors surveyed, 60% said they would retain some flexibility in salary during interviews. Only 30% said they could not be adjusted, and the remaining 10% were determined by the attitude of the other party. Another survey found that up to 80% of Human Resources supervisors are willing to communicate with their interviewees about their salaries. They do not even reject a "negotiation ".

Be brave enough to make a sound of salary

As the saying goes, "people who will have fun with sugar." I am talking about salary, but I don't think it's a 100% pair. But I think it's positive for your salary, at least your supervisor will consider it.

When the relationship between an enterprise and its employees gradually disconnects from the traditional employment, and gradually moves toward equality and reciprocity, You can exert a greater influence on your salary, and the enterprise may not be totally unacceptable. The point is: "Please give me a better reason to talk about salary ."

Give me a better reason

The most important question about salary increase is: "If your original annual salary is 0.7 million yuan, You Need To Ask 1 million yuan now. What is the reason for your salary increase of 0.3 million Yuan ?" If you cannot provide highly disruptive reasons, enterprises have to drop your ideas.

Let's talk about it first

In addition to clearly expressing the market value during interviews, it is a long-term goal for office workers to establish a positive perception: obtaining reasonable salary, I did not talk about it for the first time. It doesn't mean I have to give up.

Raise your salarySuccessfulIn fact, there is only one key: preparation. The so-called preparations include preparation of skills, preparation of information, and psychological preparation for accepting the current situation or leaving people in case of a broken negotiation.

Prepare information and determine the situation

Companies of different cultures and supervisors of different styles have different reactions to salary negotiation, and the gap is very large. Therefore, we must first understand the current practices and culture of enterprises in step 1.

For example, there is no need to talk about salary for large companies with sound systems and leading salaries in the industry.

If you are really strong enough, you don't need to speak out. If you don't do well, the boss will take the initiative to raise your salary. However, if you misassess the situation and feel that you are doing well, in the future, you will feel that you have to worry about it. Therefore, you must consider it carefully before talking to your boss about salary.

Be prepared to leave the discussion. Before opening your speech, you must be clear: "What if a salary increase fails ?"

If you are still very concerned about the job, you must first think about the record-filing to avoid link breaking. Experts suggest giving yourself more space and space for the other party.

 

The salary increase is often because the supervisor does not have the resources for you to raise the salary. In fact, it is equivalent to asking the supervisor for other subsidies that the company can provide.

Of course, if you think carefully, you cannot accept your current salary. Leaving your job is not a "no way, but a new path.

Salary is earned, but it is also discussed.

According to expert analysis, at the grass-roots level, it is good to have a salary adjustment of yuan if the job is not moved, but as long as the job is promoted, there will be a salary breakthrough of more than yuan, therefore, striving to make a good performance and strive for promotion is the main focus of salary growth.

Are you talking about high salaries or earning them? The answer is: only with the combination of performance can the salary persistence be effective. In other words, in the golden period of the first 10 years of work, we should not only look at how much we actually earned, but rather accumulate the greatest salary for our future.

Make a full life Salary Plan

The salary plan for a lifetime is like running a marathon. The focus is not on the road ahead, but on accumulating energy for the road ahead.

The previous low salary process is based on the accumulation of high salaries.

Three ten-year strategy

In fact, different salary targets should be set at different stages.

If a person wants to work for 30 years, you have to work very hard for the first 20 years, but the money you earn may be only 20% of your life's income. But in the last 10 years, the salary earned may be 80% of the total life income, which isWorkplaceThe 80/20 law also shows the unfair nature of salary for individuals.

Therefore, experts pointed out that, in the long term, the first 10 years of work should be the learning period, and the first 10 years of work can be seen in the growth period of a significant increase in salary, in the 3rd s and 10 years, you can see the peak of your salary.

The integration period is not an inevitable result. Instead, in the first two 10 years, we can learn, grow, and do what we need. Are you still worried about your current salary? Think about your salary after 10 years!