Why do workers demand more wages?

Salary Rise: Proper Preparation Makes More Money

If it is in the room, nobody is one hundred percent cool: the salary negotiation. Should I or should not I? When is the best time? Is there even the best time to ask for a raise? Most of those affected will probably know questions like these all too well. In fact, negotiating a salary is neither an everyday nor an easy thing. This can be made easier by ensuring that the framework conditions are good. Because there may not be the perfect, but good and bad times to ask about a raise. And since the atmosphere makes a significant contribution to the course of a conversation, an attempt should be made to influence it as positively as possible.

Two ways to negotiate salaries

A salary negotiation can come about in two ways: On the one hand, if the employee asks for it himself. On the other hand, there are companies in which, in addition to the employee interview, there is also an annual salary interview. Basically, this is a good approach, as it saves employees from having to go on an uncomfortable journey and motivates them through the fixed date or an upcoming salary increase. Because, as many studies and surveys among employees show, the salary is a key motivational factor. If there is no fixed salary interview in your company, you will probably not be spared the trip to the supervisor. You don't have to feel like a supplicant doing this. Sure, in this case you want something from your manager - namely more salary. However, you also do something for it, and after all, the company also wants something from you - your work performance.

"What do I earn now?" And "What do I want to earn?"

Before the interview, employees should think carefully about what they want - that is, how the pay increase should actually be. “What do I earn now?” And “What do I want to earn?” Are the two questions that should be absolutely clear. It is also important to know both gross and net values. Of course, the salary of colleagues in similar positions serves as an orientation aid - if you don't know this, you keep looking at job advertisements or salary reports such as the karriere.at salary series. The employer should also never go into a salary negotiation unprepared. Good preparation is an important sign of appreciation and should therefore not be neglected.

Since 2017, karriere.at has offered the karriere.at salary calculator precisely for this purpose. So you can do your Salary by industry, work experience and working hours classify. You can also see in the evaluation whether you are overpaid or underpaid or where you would earn more.

The right time

Once the plan to call for a salary interview has been made and you are clear about the result of the salary increase, the next step is to act tactically. Above all, this means considering when is the right time for the conversation. And this means for you as well as for the boss and the company. If they are doing well economically, the line manager usually has more room for maneuver when it comes to salaries. It is also always advisable to bring up the subject of salary after a personal achievement. Your supervisor will know what he has about you and will want to keep you in the company.

What if it doesn't work?

If a salary negotiation fails, this is usually bitter for the employee. You should also prepare well for this situation. Here are some tips:

  • You should never go into a salary negotiation without a good exit strategy. If, for example, you cannot give more salary as an employer, an agreement may also be possible for benefits in kind such as a company cell phone. As an employee, too, one should prepare for failure and not react rashly.
  • It is important for both sides to save face. Honesty and appreciation should not be neglected, especially when it comes to the sensitive issue of salaries.
  • It should be considered: According to the karriere.at study, two thirds of employees are looking for a new job after a failed salary negotiation - do you want to take this risk?
  • As an employer, you should also reward existing employees for their commitment and not just make concessions when recruiting.

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