A profession, sector, or role might have enabled me to provide better advice in this case, but I’m assuming your boss has been unable to explain why you haven’t received a raise in two years. Of course, knowing why wouldn’t help financially, but it might at least lessen the blow of seeing your pay go down in real terms. Which is, of course, what happens every time you don’t get a pay raise every year, especially in a time when the price of necessities like food and energy is rising.
There is no requirement that an employer increase your pay by the cost of living every year, but you’ll find that most do. That is up to you to negotiate. The only real exception that comes to mind is if you are employed at minimum wage, in which case it is wise to monitor the current level.
So what should you do? If it’s at all possible, I’d be tempted to see if your coworkers are experiencing a similar issue. It can be challenging to discuss pay with coworkers, but you don’t have to insist on knowing what people make. Your coworkers shouldn’t be offended by a simple question about pay raises at coffee time: Do people typically receive annual raises automatically or do they need to speak with the boss?
What happens next may be more difficult. Even if no one has received a pay increase, there is still hope for unity in numbers. You can approach management as a group and request an explanation for why there hasn’t been a cost-of-living increase in two years, at the very least. Another choice is to join a union and conduct negotiations through it.
But I’m slightly concerned that you’ll discover that other people have received pay raises. And the main reason they were able to coax more money from the boss was that they had asked. You seem so anxious to avoid any potential conflict that you’d rather get in touch with me than the person who can give you your pay increase. You must be more adamant about receiving the compensation you deserve.
You don’t say if you’ve ever had an appraisal at work, but I’m assuming not because discussions about money are frequently accompanied by evaluations of how you’re doing. Set up one now. (However, if I’m being completely honest, this doesn’t exactly send out good signals about your employer: there are no reviews, no rumblings of any cost-of-living pay increases, much less promotions; it’s not exactly positioning itself as the year’s best company.) ).
Don’t start looking for a new job just yet, but if I were you, I might think about doing so. Instead, request a meeting with your manager to discuss how you’re doing at work. Mention that it’s been two years and that you think it’s a good time to reflect on your role, your growth, and your potential within the organization. You should bring up the subject of pay after making sure your boss is satisfied with your work (which, of course, could be another reason you aren’t getting paid more – have you ever checked to see if you are performing well enough?). Talk about the pay scale and moving up the corporate ladder.
How often should I expect a raise at work?
The frequency of raises at work is influenced by a few different variables. For instance, some businesses may offer pay increases at the end of each year a worker works there. Here are some scenarios where you should request a raise and possibly anticipate receiving one:
Is it normal to get no pay raise in two years?
Your failure to receive a raise in two years may be impacted by a number of factors, which may influence whether you should view it as normal. If your business had to cut wages or expenses as a result of a downturn in the economy, that would be a good illustration. In this case, your employer might need to reinstate your starting pay before thinking about pay raises. In contrast, if you don’t ask for a pay raise after two years, you might not get one. You should be proactive at this point and ask your superior about promotion opportunities. This is crucial because they may be in charge of a sizable team.
What are the typical signs of stagnation?
When professionals don’t perceive opportunities for career advancement in their current position or with their current employers, they are said to be in a state of stagnation. Similar to performance-based pay, wage stagnation occurs when employees receive the same or comparable wages throughout their employment with a company. Understanding the typical indications of stagnation will enable you to determine whether you should speak with your employer about potential pay increases and career opportunities to advance your professionalism.
Even if you take initiative and inquire about raises or opportunities for professional advancement, there are some signs that your job may be stagnating.
What should I do if I notice coworkers receiving pay raises?
Consider the reasons that might have led to a coworker’s raise if you see them receiving raises. They could have asked for one directly or come up with a novel idea or shown admirable work ethic. In any case, speak up for yourself and ask your manager what you can do to get a pay raise.
How should I approach my manager about a pay raise?
With your manager, go over these steps to help you deal with a pay raise situation:
1. Research salary data for your role at other companies
By comparing salaries for your position at various companies or by reviewing state and local data for your position, you can choose a fair pay raise amount to discuss with your manager. Additionally, you can use your findings to back up a pay raise request.
2. Decide on a pay raise percentage that meets your needs
What percentage of a pay raise you can receive may depend on your current employment situation. For example, if youve just completed your first or second year with a company, you may ask for a 2%-5% or 6% raise In contrast, if youve worked for the same company for several years, you may consider setting a pay raise percentage closer between 6% to 10% Similarly, if you were given more responsibilities in your current position, you might want to request a higher percentage.
3. Bring it up during your next performance review
You can use the upcoming annual, biannual, or monthly performance review as the appropriate opportunity to request a raise. This is especially useful if your manager gives you a glowing review.
4. Email them about a time to meet in-person
If your performance review isn’t coming up soon, send your manager an email to see if they have time to meet with you and go over a few things during the week. Emailing helps confirm your meeting time and ensures you and your manager make time to speak with one another, even if you work in a small office.
5. State your desire for a pay raise and list a few reasons why
Begin by expressing your desire for a pay increase in your conversation with your manager, then list a few factors that make you deserving of one. For instance, “I would like to discuss a pay raise opportunity, as I have increased my leadership responsibilities in recent months, maximized my sales numbers, and contributed two years to the company. By doing this, you’re able to state clearly why you deserve a pay increase.
6. Be prepared to negotiate a pay raise percentage
Negotiate the percentage you receive for a pay increase without fear. By doing this, you represent your interests and ensure that you receive a pay increase that is commensurate with the time and effort you have put into your employer. For example, if your manager says they can offer you a 2% pay raise, you can negotiate for 4% The worst that can happen is they can only offer you 2%, but the best-case scenario is that you negotiate to a 3% raise or earn a 4% raise
7. If they cant offer you a raise, ask them why
When a manager declines to give you a raise, it’s crucial to inquire further about the circumstances and what you can do to strengthen your case. This demonstrates your concern to your manager and aids in figuring out how you can improve your role-specific contributions.
8. Thank them for their time
No matter what happens, be sure to express your gratitude to your manager for making time to speak with you. This makes sure your meeting goes well and shows them that you respect their time.
When should you leave a job because of a lack of pay raises?
You should make the decision to leave your job due to a lack of pay raises when you’re ready for it. When you’ve worked for a company for two or more years, demonstrated a strong work ethic, and directly requested a raise without getting one, it might be time to move on.
Why Getting A Pay Raise Is A Joke | #grindreel
FAQ
How long is too long to go without a raise?
Technically, two years might be the maximum amount of time you should wait before receiving a raise, but don’t let it go that long. If you don’t begin your job search for a new position until 24 months have passed, you might not find one until your third year of wage stagnation.
How long is too long to wait for a raise?
Normally, you should wait one year after starting a job before requesting a raise. The only exceptions to this rule are when the job has significantly changed or when your responsibilities have grown significantly beyond what was anticipated when you were hired. It might be reasonable to reevaluate the issue of your compensation in such a circumstance.
Is it mandatory to get a raise every year?
The law does not require employers to give employees raises every year. When an employee works more than 40 hours per week (or more than 8 hours per day in some states), the employer is expected to pay minimum wage and overtime. However, annual raises are not mandatory, they are discretionary.
What is a reasonable raise to ask for after 2 years?
As a general rule of thumb, it’s usually appropriate to ask for 10% to 20% more than what you’re currently making So, if you’re currently making $50,000 per year, you can easily ask for $55,000 to $60,000 without coming across as ungrateful or ridiculed.
