Question

Topic: Career/Training

When Should I Expect A Raise

Posted by Anonymous on4/5/2007 at 11:01 PM ET 250 Points
Maybe I should ask, "Can I expect a raise?"

I've been with my current employer for 6 months and would like to ask for a raise when I hit the year mark. I am responsible for all the marketing in my 19 person department (I'm the only marketer and no one reports directly to me). However, I do have to communicate frequently with our web team to check on projects and make sure things are getting done. So it's management-ish, right?

My biggest 3 accomplishments so far:
1) Used the company newsletter to generate $10,000 worth of leads in one day. 2) Developed an online quiz that generates an average of $1,000 worth of leads a week. 3) Was instrumental in developing a marketing service that has so far brought in $10,500 to my department and is believed to bring in $180,000 within a year.

And there's much more that I do and much more revenue generators that I'm working on. Some tasks I can measure (leads and ROI) and others I cannot.

Can I/Should I ask for a raise when I've been with the company for a full year? Would asking for a $10,000 raise be unreasonable?

一个快速的背景(不是required reading but it may give you a fuller picture)...

Quick Background:
From April 2004 to September 2006 I worked as the marketing associate for a B2B Internet company. While there, I overhauled their email communications and newsletter, handled the logistics for over 20 trade shows per year, and wrote a lot of their web content. But I was essentially a marketing lackey; I was told what to do and never got much of a chance to offer any opinions.

Current Position:
I have been told I'm being groomed to become a leader and one of my responsibilities is to grow the marketing section of my department.
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RESPONSES

  • Posted byBilld724on4/6/2007 at 7:42 AM Accepted
    Michael --

    Karen's advice is right on the money (no pun intended!.

    The time for acompensationreview should not be (but, amongst inept managers it usually is) done when yourperformanceis being reviewed.

    Think about it, why wait until you get to the party to learn you don't have the right clothes, right? It's too late to go back and change!

    Similarly, if you haven't done what justifies a raise by the time your performance review rolls around, telling you you've not done enough -- when it's too late to make changes -- doesn't make sense, either. Unfortunately, I've seen that scenario to be the rule rather than the exception in most businesses.

    What I've learned from being on both sides of the table is this: you should have a clear understanding -- shared by and with your boss -- as to what it's going to take to get a raise.

    In your last performance (not compensation) review, I hope the 'performance criteria' of your position were spelled out in terms of 'areas of accountabilities' and that meaningful metrics of 'acceptable, above expectations and stellar' performance were discussed and agreed upon. These measures should support the overall strategic goals of your organization but . . . that assumes that your boss' bosses are also competent and tie the performance of each position to their corporate vision and goals. Again, that's more often the exception than the rule among mid-management.

    Final thought: Let's say your performance review IS an 'open book' . . . you're clear about what it's going to take -- from you -- to earn the 'bigger bucks' . . . and you've done your part. What you should ask at your last performance review is this: "OK, let's suppose I do the following . . . and satisfy these 'stellar' metrics we've discussed and agreed upon here . . . IN 6 MONTHS, WHAT'S GOING TO HAPPEN AT MY PERFORMANCE REVIEW?"

    Michael, THAT question is the one I find is rarely brought up by either a boss or a direct report. The 'fast trackers' generally do ask it, though!

    And here's what you risk learning . . . there may be no way for your boss to know what's going to happen even IF you do 'stellar' work. Your boss may not know if he or she has the authority to give you anything more than a glowing review of your performance. Compensation may be handed out more by mechanical principle than on demonstrated value. Hey, it happens. And a lot more often than you may like.

    My advice Michael is that if you (may have to) train your boss how this works and he or she either cannot or will not commit to a 'pay if you play' approach then get thy butt out of that company and find a firm that will recognize your talents and efforts more appropriately. Life's too short to be stuck with incompetents. If you're an eagle, surround yourself with like-minded people and fly high!

    Best wishes Michael -- I have a funny feeling you'll do well in ANY venture lucky enough to land you.

    Hope my advice and insights help you make the most of this situation.

    Bill
  • Posted on4/6/2007 at 10:05 AM Accepted
    Michael,

    Karen is right! Wait a year. You never know, your company may surprise you and offer you the raise that you are seeking. But, don't be alarmed if they don't. Make an appointment with your boss and be prepared to show statistics that prove what you have done. Is your company currently successful??? If your company is doing well, then I am sure that you will be able to get a raise. If the company is in the red or just coming out of the red, it may be impossible for them to offer you a raise, even though they feel you deserve it. I have been in both of these situations before. Let them know that you are committed to the company and that you would like the opportunity for advancement. Don't step on any toes on your way up, because you never know who will be there with you. If you show them that you like your position at the bottom, then you are going to love it at the top!!! Kudos to you for having the courage to ask for a raise. There are so many of us out there that do not.

    Good luck to you,
    Promo Chic

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