How to negotiate a salary increase
The C+D Salary Survey 2011 revealed that half of employee pharmacists have received a pay rise in the past 12 months – four in five of those between 1 and 3 per cent – but half of you are still missing out. And as almost one in three of you is dissatisfied with your pay packet, a pay rise may not be far from your mind.
So how do you negotiate a pay rise without going down in your boss's estimation? According to business coach Hannah McNamara, the key is to do your homework, show commitment and avoid the pitfalls of emotional blackmail.
Do your homework
As any employee knows, comparing salaries can be tricky in the office. But researching whether you're being paid the standard amount is all-important in negotiating a pay rise, says Ms McNamara, managing director of London's
HRM Coaching.
"Find out as far as possible if you're being paid the going rate, because it can vary so much by location and company," she advises. "It's not always as simple as asking your colleagues what they're earning, but you could compare a job that's advertised – although be aware it might not be exactly the same job as yours."
Ms McNamara also suggests preparing reasons why you deserve a raise. "There has to be a really good reason for giving you a pay rise, so look at how you're actually adding value to the company," she explains. "Have you helped to make any savings? Have you done anything to increase takings? You might be able to show them that you've saved the company £10,000, so asking for an extra £5,000 would be nothing."
And unpaid overtime – a regular occurrence, according to two-thirds of employee pharmacists responding to the Salary Survey – may be another string to your bow.
"If it's the norm and everyone's doing unpaid overtime then you kind of have to do it, but if you're the only one left behind on a Friday night, it's worth mentioning," Ms McNamara says.
Get your boss on side
A sudden charm offensive may appear suspicious, but a few simple gestures may make your boss look at a pay rise more favourably. Firstly, says Ms McNamara, make sure you broach the subject when it is convenient for them.
"Try to do it when the person's actually got time to talk, so pick a quiet day of the week or even come in on your day off to talk to them privately," she recommends.
This principle should also be extended to the conversation itself. "Think about the person you're going to have a chat with," she says. "If they need to see things written down, then have things written down for them. If they're quite friendly, be quite friendly with them – match their personal style."
Show commitment
While paying the bills is a harsh reality, employers don't like to think you're only interested in the money. Ms McNamara advises employees to demonstrate their commitment to the job before asking for a rise.
"Start off the conversation by saying you want to talk about your development because you want to make them realise you're loyal and that you do want to progress," she explains.
"Say things like, ‘I love the company, I'm really enjoying it and I feel that I'm ready for a challenge', then they're thinking you're really interested. Then you can mention you've been there for a while on the same salary, and ask what you can do to move it up a bit."
But Ms McNamara warns against straying into emotional blackmail: "Some people say they will resign if they don't get a pay rise and that rarely goes down well. Everybody's finding it hard so try not to bring personal circumstances into it – avoid the emotional stuff and stick to the facts."
Be persistent
In a tough economic climate, it may be that your employer is unwilling to give anyone a pay rise. But, according to Ms McNamara, this need not be the end of the discussion.
"Look at the package, because you might find that even if the company can't increase your pay you might be able to get more included in the package. For example, if you're spending a lot on the gym there may be a staff deal on membership, so try to negotiate that into the package," she says.
But Ms McNamara warns that employees must be persistent. "They will probably say things like, ‘It's not pay review time', so try to pin them down to specifics," she advises. "Ask them when they will start looking at salaries and what they would want to see from you by that time."
Salary Survey 2011 results
50%
of employee pharmacists received a pay rise in the past 12 months
80%
of employee pharmacists' pay rises were between 1 and 3 per cent
29%
of employee pharmacists are dissatisfied with their pay packets
