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Your performance chart will automatically give you confidence to negotiate about your increment. In every economic situation, if you perform well, you will definitely get the reward.
agree With Mr. Emad In His Answer
Your boss's feelings about your value to the organisation and his/her level of influence in the organisation. Timing, and how this fits with the organisation's salary reviews and budgeting. The value the organisation places on you to the organisation, which is partly contribution-related, and partly reputation/attitude/influence-related, ie., your standing in the organisation. Simply - try to be a person that is well-regarded by your boss, his/her boss, and the senior managers/executives who can recommend and approve salary increases, especially if what/when you seek is outside policy norms. Your value to the organisation also depends on their organizational priorities, and relevant capabilities and resources are at the time. Be aware of whether market forces are on your side or not: essentially the extent to which the organisation sees you as being vital to the achievement of corporate aims and targets, and extending this, how easy is it to replace you (or to choose an alternative applicant). No-one is indispensable, but some people are less dispensable than others, and these people will always have more leverage when it comes to salary renegotiation.
In summary:
Be aware that when you attempt to negotiate a salary that is outside normal policy or timing, then you are attempting to control or at least influence the behaviour of a very big and complex system, ie., your organisation. The more you can understand what this system needs, and how it operates in terms of making these decisions, including all the personal factors affecting managers and upline executives, then the better chance you have to achieve an improvement.The1st law of cybernetics states:
"The unit within the system with the most behavioural responses available to it controls the system."
This is also known as the the law of requisite variety. It is also central to the concepts of neuro-linguistic programming (NLP), which are helpful in all matters of relationships and communications, not least for salary negotiations with your boss.
Your career is a marathon not a sprint. Consider the longer term and have a faith in yourself that you will eventually get what you deserve.Finally, if you achieve a salary increase, especially one that is outside of normal policy, ensure you deliver your side of the bargain. This will stand you in good stead the next time........................
Salary raise is proportional to your personal performance and capabilities, not to the socio-economic conditions............ Rather you can witness that in poor economic conditions, employees who performed extraordinary, gets huge raise in salaries as compared to their peers..........................
The obvious reason is economy........ in best economic situation, even the average performers get a handsome raise in their perks...................
Good day,
-Professional multinational firms invest in their staff, where you can earn your raise by hard work and commitment. (Negotiate with confidence and satisfaction )
-Unprofessional firms and we have a lot of these in the Middle east, consider staff as footman's and workers only, never an investment, this type of firms would use anything to avoid salaries development.(will pay$ per month for a banner in downtown, considering this as a marketing investment where they refuse to invest$ raise on salaries for sales employees...)
Suck workers motivation, power and performance dry with the lowest cost they can. (Never negotiate, there is no light in a blind person eyes)
Thank you all.
Salary negotiation (asking for a salary increase, a pay rise, or simply more money) affects everyone from time to time. Salary negotiation can be difficult, and many people handle it poorly, causing frustration and ill-feeling. There are constructive ways to approach salary negotiation, and techniques to achieve good outcomes.
If you are a manager, you will need to handle salary negotiation positively. If you encourage people to adopt a constructive approach to salary negotiation, you will help to minimise upset and to achieve a positive outcome. As a manager dealing with salary negotiation or a pay increase request, it's important to encourage a grown-up, objective, emotionally mature approach. These ideas and techniques will help achieve this whether you are giving or receiving the salary increase request.
There is no 'proper' or standard way to ask for a raise or salary increase. It's not something that people are trained to do, and little is written about it. People use various approaches: they can write; discuss informally; discuss with colleagues and hope the boss gets to hear; they drop hints to test the water; they ask the boss politely; demand firmly; go over the boss's head, or maybe even threaten to resign, secure another job offer, or simply resign.
Largely people do not look before they leap; they are often under pressure, and they feel uncomfortable and stressed asking, so they fail to plan and control the situation, which makes achieving anything difficult. Simple planning and keeping control makes a big difference.
Knowing relative market rates helps objective assessment of situations - for employers and employees. Here is an example of market information about salaries of the sort that you can find in relevant media (newspapers, magazines and websites, etc). Having a good amount of information about the market, and not just your own situation, is helpful for employers and employees alike, and can avoid discussions centering on opinion or emotion. Of course situations vary and industry averages are just a guide, but it's generally better to have some external perspective than to approach pay and earnings issues in complete isolation.
The techniques here might not secure a salary increase immediately - there are usually very good reasons why this is not possible anyway - but these ideas will eventually bring a better reward and outcome than doing nothing, or doing something the wrong way. As a manager receiving a request for a salary increase, encourage people to follow this approach, and then respond fairly sensitively and openly. Only make promises you can be sure to deliver, and always try to understand the person's needs and feelings before you explain the company's position.
It is important always to recognise the difference between the value of the role that you perform (or any employee's role if looking at this from a manager's perspective), and your value as an individual (or the employee's value). The two are not the same.
If you continually feel frustrated about your pay levels despite trying all of the techniques and ideas for achieving a pay rise, it could be that your boss or employer has simply reached the limit of the value that they can place on your role, which is different to your value as an individual. You could have a very high potential value, but if your role does not enable you to perform to your fullest extent then your reward level will be suppressed. For example does a professor who sweeps the street deserve a street sweeper's salary or a professor's salary?
Salary levels are largely dictated by market forces (notably the cost of replacing the employee), and the contribution that the employee makes to organisational performance (which is particularly relevant for roles which directly impact on profitability). When you acknowledge this principle you begin to take control of your earnings.
Aside from issues of exploitation and unfairness, if you find that the gap between your expectations and your employer's salary limit is too great to bridge, then look to find or develop a role which commands a higher value, and therefore salary. You can do this either and both with your present employer by agreeing wider responsibilities and opportunities for you to contribute to organisational performance and profit, and/or perhaps with a new employer.
Focus on developing your value to the employer and the market-place, rather than simply trying to achieve higher reward for what you are already doing.
I can not negotiate a salary increase
And financial situation in this way
The best way to raise a salary, depends on your well done work, how are you handle and how many projects you will handle, means more than your current work.
Salary raise in Middle east cannot be achieved just remain silent and waiting for your performance chart is being viewed by your management.
In a small or a medium sized companies beating a drum of your achievements with one hand is required a lot.
