#AskingForARaise #PostLayoffPromotion #NegotiatingSalaryAfterLayoffs
Asking for a raise after layoffs can be a tricky situation, but it’s not impossible. In fact, it might be the perfect time to make your case for a higher salary. Just because there have been layoffs doesn’t mean that your value to the company has decreased. Here are some tips on how to navigate this delicate situation and ask for the raise you deserve.
1. Assess the situation
– Take a look at the current state of the company and evaluate its financial stability post-layoffs. If the company is struggling, it might not be the best time to ask for a raise. However, if the layoffs were simply a reorganization and the company is doing well overall, it might be a good time to make your case.
2. Gather evidence
– Make a list of your accomplishments and contributions to the company. Have you taken on additional responsibilities after the layoffs? Have you consistently exceeded your performance goals? Gather any positive feedback or reviews from your managers or colleagues to support your case.
3. Initiate a conversation
– Schedule a meeting with your supervisor to discuss your performance and career growth. Be prepared to present your evidence and make a strong case for why you deserve a raise. It’s important to approach this conversation with confidence and professionalism.
4. Emphasize your value
– Clearly articulate the value you bring to the company and how you have positively impacted the bottom line. Use specific examples of projects or initiatives you have led that have had a significant impact on the company’s success.
5. Be flexible
– Keep in mind that the company may still be recovering from the layoffs, so be open to alternative forms of compensation if a salary increase is not possible at the moment. This could include additional vacation days, flexible work hours, or a performance-based bonus.
6. Stay positive
– Regardless of the outcome, remain positive and continue to demonstrate your value to the company. If a raise is not feasible at the moment, ask for a timeline for when it may be reconsidered and continue to work towards your career goals.
In conclusion, asking for a raise after layoffs requires tact, preparation, and a compelling case for your value to the company. By assessing the situation, gathering evidence, initiating a conversation, emphasizing your value, being flexible, and maintaining a positive attitude, you can increase your chances of successfully negotiating a raise. Remember, it’s important to approach this process with confidence and professionalism, and to be open to alternative forms of compensation if a salary increase is not immediately possible.
If you’ve absorbed extra responsibilities and are doing the work of a higher-level role, it’s not unreasonable to ask for a promotion and a raise. Speaking up for what you believe you deserve can be nerve-wracking, but it’s important to advocate for yourself. Good luck! 🌟.
Lesson learned over my 30+ year career is that you are rarely going to get a promotion or big raise unless you ask for it and, in many cases, push for it. when you ask for a raise/promotion, go with a list of your accomplishments and metrics. If they say no, then, ask what you need to do to get promoted and document that. I have seen enough people who aren’t qualified get promoted over people who are qualified because many of these qualified people didn’t ask for it.
To pull this off you’ll need to have some sort of leverage. Are you a critical employee that your company is afraid to lose? If so you should ask for a “market salary adjustment.” Be polite but very clear that you do not believe you are paid the market average and be prepared to back it up with figures.
If your company doesn’t value you as a critical employee then you will need other leverage. In other words you’ll need another offer in hand. Be prepared for them to potentially laugh you out of the room.
Put it this way: you lose nothing by asking, especially in a large organization. Having layoffs doesn’t matter at all, so go for it.
Former manager here, if someone came to me with your concerns I wouldn’t think any less of them, unless they suck and are full of themselves. The sad reality is that raises are primarily driven by finances more than anything. If money is tight, your manager has to advocate for you and unfortunately, many managers aren’t willing to put time and effort into this if they think that their people are satisfied. I used to be a SDE and moved into management, it was really eye opening. I’m back as a SDE now but I learned enough to be able to play that game.
>I’m already doing all of the next level role’s work anyway.
Tell your manager that. They will understand why you are telling them that. Give them the 1000 yard stare.