Memorandum on salary increase: sample filling. How to justify a pay rise

Friday evening. You make plans for the weekend, but your boss suddenly appears. Is it just another overtime ?! No, it turns out that at a meeting of the board, a decision was made to acknowledge your merits in ensuring the smooth operation of the network by increasing wages!

The scenario is tempting, but unrealistic ... An annoying feature of the work of an IT specialist is such that he is noticed only when the system fails. In other words, successful activity in this area involves staying in the shadows, which does not create favorable conditions for receiving material rewards. Stimulating the incentive process in the long term requires the development of an appropriate strategy and some effort. To begin with, you need to break the process of building argumentation into three stages - planning, preparation and presentation.

Planning

The first mistake most workers make is that there are no plans to apply for a raise or remuneration. Too often, this treatment is only due to an urgent need for additional funds... Under such circumstances, both the employee and the manager are in an uncomfortable position. An applicant for a salary increase does not have sufficient arguments, and the manager does not have a justification for material incentives for an employee from the point of view of business interests. This situation can be avoided by using forward planning... Follow the guidelines below when developing your plan.

• Make your work visible. Ensure that key incentive decision makers are aware of you and your business. Send management reports on the state of affairs, provide positive feedback on your work, organize presentations, and do not go into the shadows at all.
• Use every opportunity. Taking initiative and demonstrating that you need a company can help you not only earn rewards, but also broaden your career prospects. Remember that managers make incentive decisions primarily based on an assessment of the employee's potential from a long-term perspective.
• Set measurable goals to provide an objective justification for the raise or bonus. If you don't have measurable goals, start setting them now. For example, replace a goal such as “manage the DHCP service” with a setting to “keep the DHCP service 99.99 percent available”. The first formulation only reflects the normal responsibilities of your position, while the second allows you to demonstrate the positive contribution of your knowledge and skills to the overall business activity.
• Be clear about what you want. Remember that in organizations, one-off incentives are usually used to celebrate past performance, while the pay increase is based on the prospect of long-term positive contributions. When you decide on what type of reward you should take a course for, formulate appropriate goals and use the right system for evaluating results. For example, raise the question of a one-time incentive if you can demonstrate a certain amount of money saved for the company over the past year, or ask for a salary increase if in this moment are working on the implementation of a program aimed at saving a certain amount in monetary terms for the company in the future. Getting a one-time incentive certainly doesn't hurt, but a pay raise is usually more attractive from a long-term perspective, as it means a higher base pay.

Preparation

• Making a list of your responsibilities. About your participation in some important types management may not be aware of the activity. Such a list can come in handy if you are raising a salary increase or a promotion.
• Collecting information about achievements. The list of responsibilities may only be of interest in certain cases. Consider your accomplishments, their positive implications and significance. Remembering all the events of the past year is not easy, so it is useful to keep a log of achievements and update it regularly. The ability to demonstrate measurable contributions to the company will make your argument more compelling.
• Match your responsibilities and accomplishments with your company's goals. If it turns out that you have not met any of the expectations of management, try to correct this situation in order to eliminate possible blocking factors. On the other hand, if you exceed your expectations, be sure to emphasize this point.
• Provide a short written justification for the pay rise or one-off incentive. The volume of the document should be no more than one page. Focus on your positive contributions to the business, but not on the number of hours you worked or your job description. Special attention Pay attention to spelling and style. Lack of literacy can cause you to be taken lightly.

Performance

When submitting your request, be clear about the amount of the increase or one-off incentive requested and the expected management rating of your worth. Show your confidence and be succinct. You can send a written justification to the manager in advance to allow time for consideration. You should not use ultimatum forms, such as talking about intended withdrawal, if you are not ready to actually carry out your threats. You can play such a card only once, and using this chance can cause management to doubt your loyalty forever. I do not recommend going down this path.

Obstacles

Even if all the recommendations are followed, if you do not take into account the general situation, the consideration of your request may be postponed indefinitely. Circumstances beyond your control can play a role, for example, a total wage freeze. Should also not be underestimated human factor... It is known that everyone prefers to work with pleasant and easy-going people. The four character traits listed below can undermine your efforts to gain a decent material reward.

• Habitual negative perception. The leader spends his work time solving problems. You are interested in having your name associated with a solution, not a problem.
• Failure to comply with the schedule. Few things can infuriate a manager in the same way as failure to meet deadlines, even if there are good reasons. If you feel like you're not meeting your schedule, identify blocking factors, come up with a plan to address them, and share the plan with your manager.
• Unreasonable arrogance. Assigning too much importance to yourself and denying yourself own shortcomings can be liked neither by colleagues nor by the leader. Cultivate a corporate spirit. Honor the accomplishments of colleagues and compliment them in an appropriate manner. Learn to admit your mistakes with dignity.
• Complacency. Your request for a reward or a pay raise will not succeed if your boss sees you as unreasonable complacency. Don't miss out on opportunities to be proactive. If you are looking for easy ways, management is unlikely to satisfy your request bypassing a similar request from your colleague, who is not afraid to take the extra step.

Using the three-step scheme described above will help increase your chances of getting a pay raise in the long run. Don't be discouraged if your first attempt fails. Use your preparation as a platform for further discussion of the situation with management, and you will achieve the desired result. Good luck!

Ben Smith ( [email protected]) - Security Specialist at Microsoft

Such a list can come in handy if you are raising a salary increase or a promotion.

• Collecting information about achievements. The list of responsibilities may only be of interest in certain cases. Consider your accomplishments, their positive implications and significance. Remembering all the events of the past year is not easy, so it is useful to keep a log of achievements and update it regularly. The ability to demonstrate measurable contributions to the company will make your argument more compelling.
• Match your responsibilities and accomplishments with your company's goals. If it turns out that you have not met any of the expectations of management, try to correct this situation in order to eliminate possible blocking factors.

How to write a memo for a pay raise?

The analysis should also assess the quality of maintaining payrolls for bonuses and financial assistance, payment of one-time remuneration, as well as other documentation related to remuneration. The results of the analysis of such indicators allow us to draw a conclusion about the validity of the employer's costs for labor, the quality of the working life of personnel and the efficiency of its use, the rationality of constructing remuneration systems, the optimal distribution of the newly created value between labor and capital, the wage intensity of products, and the effectiveness of the mechanism. regulation of wages. The constant analysis of labor costs maintains the high competitiveness and profitability of the enterprise, creates conditions for the development of personnel, therefore, of course, it should be carried out by the relevant services of the enterprise, organization.

Introduction

Excellence high-paying job Often times, people are faced with a choice between a job that pays well but does not bring satisfaction, and a job that they enjoy but is poorly paid. Unconditionally, the physical well-being that high wages provide is overwhelming. A person who receives a high salary feels more free and independent from life's circumstances.

Attention

He is more likely to improve the data that surrounds him. For example, it is easier for people with a high income to solve an acute housing problem than for those whose wages allow them to spend only a living wage. In pursuit of physical security of benefits, people tend to fall into workaholism.

It turns out that a person becomes addicted to work that promises financial autonomy.

How to justify a pay rise

In general, the process takes place in several stages:

1. Show initiative. The employee himself may hint about a desire to qualitatively improve his financial situation, or the head of his department will decide to improve the situation.
2. Actually, the preparation of a memo with its direction to the name of a higher-ranking leader or functionary who has the right to make such decisions.
3. Registration of an internal message in the journals of incoming correspondence or sending it by post.
4. Consideration of the proposal and preparation of a response.
5. Consent is usually expressed in the form of an order for pay increases and staffing changes.

Online magazine for an accountant

It is desirable that the position of the author is supported by actual results or references to legislative and local acts. Here are just the most popular ones: The reason for the increase in the salary The justification for the increase in the salary in the memo Inflation or other unfavorable financial processes at the national level An attempt to simply write in the address “look at the prices” is evidence of incompetence and superficial approach to drafting the document. It is better to refer to the official data of RosStat or conduct a mini-research and provide your own list of products, the prices of which have jumped sharply in recent times.
Indirectly, this right is confirmed by Art. 135 TC.

We do not raise salaries for all employees

Ensure that key incentive decision makers are aware of you and your business. Send management reports on the state of affairs, provide positive feedback on your work, organize presentations, and do not go into the shadows at all.

• Use every opportunity. Taking initiative and demonstrating that you need a company can help you not only earn rewards, but also broaden your career prospects.

  Remember that managers make incentive decisions primarily based on an assessment of the employee's potential from a long-term perspective.

• Set measurable goals to provide an objective justification for the raise or bonus. If you don't have measurable goals, start setting them now.

Online magazine for an accountant Online magazine for an accountant A sample of a memo on a salary increase How should a memo on a salary increase look like and under what conditions is it issued, is it going? About this - in our review + a sample of this document. Our civil investigation Our civil investigation We are in Bulgaria! Civil investigation of crimes, scams and deceptions in public life and economics, materials on litigation... Ask for a pay rise! Correct Arguments Ask for a Wage Raise! Correct arguments MaxNina »30 March 2011, 13:53 All leaders, without exception, do not like a conversation on this topic.

Justification for a pay increase example

Info

If the justification for the increase in wages must be drawn up in accordance with article No. 134 of the Labor Code of the Russian Federation in connection with the increase in prices, the order is drawn up for the entire employee separately. The document indicates the basis that wages have been increased due to inflation and the percentage of indexation. For this reason, an increase in the monetary table of contents is allowed not to be issued by a notification to the employee, but to be carried out unilaterally and to familiarize everyone with this fact.

3.

In all cases, an order of the unified form T-5 is drawn up. The order indicates from which day of the month and year to increase the salary, the name of the employee, position, number of the structural unit. If the position changes at the same time as the monetary table of contents increases, or job duties, this is also indicated in the order.

Rationale for a pay rise example

It is quite easy to justify the rise in prices in the era of global financial collapses and serious changes in the economies of many countries. Instruction 1. Please note that any weak or progressive economy is subject to both external and internal influences. Even without experiencing serious pressure from global economic collapses, it is unable to fully provide a decent life for its citizens. It is worth noting the exorbitant connection between Russia's economic growth and the volume of exports of energy carriers and raw materials, which is a disadvantage of the Russian economy. But the country is not only the economy, but also politics, real the legislative framework and executive branch. 2.

Justification of a pay rise sample

Important

By the Decree of the Presidium of the Central Committee of the Trade Union of Machine Builders of the Russian Federation dated 01.01.2001, Recommendations on the procedure for the development, negotiation and conclusion of collective agreements in the primary trade union organizations of Rosprofmash "Collective Bargaining" were approved, which, in particular, contains an approximate list of information requested from the employer during collective bargaining... An appropriate information base is used during the analysis. It includes the forms of statistical and accounting statements, approved standards for the formation of funds for wages, including by cost elements, market wage rates for key positions, other planning and reporting documents.

The analysis involves the use of staffing tables, provisions on remuneration, bonuses and social benefits, one-time remuneration, etc.
OFFICE NOTE During the period of work as a mechanic from 03/12/2013 to the present, Ivanov I.A. showed himself as a responsible and executive employee with all the skills necessary to work in this position. Last year Ivanov I.A. completed advanced training courses and improved his professional level, mastered the work on additional equipment. He is currently the only employee with the skills and qualifications required to work on the newly upgraded WPC production line. In the team, Ivanov I.A. is respected by colleagues and management. In communication, he is characterized as a discreet tactful person, always ready to help. He has no complaints in his work; according to the results of the inspection carried out in July of this year, no violations were revealed.

The problem of finding ways effective motivation employees care about most employers. Someone improves the psychological microclimate, someone increases the comfort of working conditions, but few employers will deny the well-known truth: the best incentive is an attractive salary. And if the bosses pretend that they have forgotten about the force of the impact of the material factor, then a memo on a salary increase will help remind them of this.

Normative base

The very right to communicate with an official or an official of any level is regulated by federal law on the appeal of citizens of the Russian Federation, 59-FZ. It determines that a citizen alone or their association can turn to the selected object and get an exhaustive answer if the question lies in the area of ​​responsibility of the addressee.

Since the same mechanism, in full measure, also works in relations with company executives, employees can rely on Law 59-FZ in this case as well. However, for internal business correspondence, a report and is considered a more familiar form. Unified forms for these documents are not provided, but when preparing them, it is recommended to pay attention to GOST 6.30-2003 USORD. Its norms must be applied both when filling out the “header” and compiling the content part.

In addition, in the matter of sending a memo for a salary increase, local acts of the enterprise come to the fore:

• regulation on remuneration;
• collective agreement;
• contract of employment;
• staffing table;
• set of job descriptions;
• agreement with a trade union organization.

Indeed, it is in them, most often, that specific criteria and conditions for increasing the amount of wages in a particular company are contained.

If the increase in salary is provided for by the norms of the internal regulations of the company, then the request set out in the memo is subject to unconditional satisfaction.

Instructions for preparing a note

Each memo at the enterprise, in its own way, creative work... This concerns, of course, not its formal part, it is precisely regulated by GOST 6.30-2003, and should contain:

• the name of the addressee's position and the name of the institution or organization;
• Full name of the addressee;
• indication of the position and full name of the author;
• the title "Memo" and a short transcript of the topic of the appeal;
• content part;
• list of applications, if available;
• date of writing the document and personal signature addressing;
• data on the registration of paper in the corresponding journals of incoming documentation (number and date of filing).

The greatest difficulty is the preparation of the substantive part of the document, since it requires justification and argumentation. It is desirable that the position of the author is supported by actual results or references to legislative and local acts. Here are just the most popular ones:

The reason for the increase in wages	Justification for the increase in salary in a memo
Inflation or other unfavorable financial processes on a national scale	An attempt to simply write “look at the prices” in the address is evidence of incompetence and a superficial approach to drafting the document. It is better to refer to the official data of RosStat or conduct a mini-research and provide your own list of products, the prices of which have jumped up recently. Indirectly, this right is confirmed by Art. 135 TC. Accordingly, the headings should be vital and not relate to items of increased comfort or luxury.
Combining positions or expanding the scope of duties (in fact)	If the verbal requests of the immediate supervisor to perform some additional work have become regular, then you should not wait for the moment when they smoothly turn into orders. In the text of the memo on a salary increase, it is worth including a list of tasks that are outside the scope of the employee's employment contract, which he has performed recently, and invite the management to charge for them
Expansion of the list of functions at the request of the employee	The specialist himself can initiate an increase in his own workload in exchange for an increase in earnings. Then the amount of payment will be calculated based on the staffing table. The applicant himself needs to justify his ability to perform extended functions (attach a document on advanced training, obtaining an academic degree or specialized education at a university, a patent for an invention or a certificate of training in the specified field)
Long and conscientious work in the company	This is not a very strong argument, as valuable employees usually receive promotions and salaries from their superiors on a regular basis. If a long-time employee has not received the attention of the management, then perhaps the absence of penalties is evidence of normal discipline, and not the value of personal achievements. That is why, before you write a memo on a salary increase, you need to soberly assess the employee's own merits.
Lack of revision of salaries for a long time or discrepancy between the size of the employee's salary and the income of specialists in similar positions	If the staffing table, in terms of the tariffication of wages, has not changed for several years, then the employee can use this as an argument to support his request to revise his salary. It is possible to increase its persuasiveness if we also cite inflation indicators during this time. And in the case of an unfair approach to the appointment of salaries for similar positions within the company, it is necessary to insist that the list of duties and the level of responsibility for such specialists is the same or comparable.
Gaining unique personal skills or achievements	If the personality of the employee helps the company to receive additional profit that another specialist of the same qualification cannot bring, then the management should hint at a personal increase. For example, those who are attracted to more clients based on personal connections and acquaintances. Alternatively, you can consider an increase in wages as a percentage of the attracted turnover.

Check out an example of a memo on our website ().

At the discretion of the manager

The need to draw up a memo on a salary increase and look for its sample in the HR department or on the Internet arises only if the idea of ​​raising salaries was born not in the head of the head of the enterprise, but in one of the heads of his departments. In this case, the form is not the most important thing; it is better to focus on so that the director, who, quite possibly, does not know the employee named in the note personally, does not doubt the need to revise his monthly income upward.

If collective or labor contract it is not spelled out how, when and for what an employee can count on a salary increase, then the decision on this remains at the discretion of the manager, even if the reason in the memo is more than valid.

Submitting a note

The thought of raising the salaries of subordinates, although it is considered important point in the development of a system of employee motivation, rarely occupies a dominant position in the mind of the director. Most often, the impetus for revising the salary policy in relation to an individual employee or team is a memo on a salary increase from one of the middle managers. In general, the process takes place in several stages:

1. Show initiative. The employee himself may hint about a desire to qualitatively improve his financial situation, or the head of his department will decide to improve the situation.
2. Actually, the preparation of a memo with its direction to the name of a higher-ranking leader or functionary who has the right to make such decisions.
3. Registration of an internal message in the journals of incoming correspondence or sending it by post.
4. Consideration of the proposal and preparation of a response.
5. Consent is usually expressed in the form of an order for pay increases and staffing changes. The refusal is sent by the same internal document, often in the form approved in the regulation on document flow in the company.
6. Increased salaries await employees from the next calendar month, unless otherwise specified in the issued order for the enterprise.

Those who expect a quick response from their superiors will have to be patient. Law 59-FZ allows official consider all documents within 30 days, if it was not sent by special categories of persons.

Well, another thing is that the manager must give an answer in the same form to an appeal delivered in writing. This means that if there are grounds, the refusal stated on paper can be appealed to the labor inspectorate or the court. Naturally, this business will have the prospect only if the procedure for increasing wages is approved in the local acts of the enterprise, and the management refuses to comply with it.

Popular errors in statements

• Destination. The most popular mistake when drawing up a memo for a salary increase is incorrect identification of the addressee. Even if the employee believes that the amount on the payroll is not comparable to the efforts spent and the results achieved, then he needs to correctly build a route for considering his request.
• Not in the competence of the head. It would not be entirely correct to demand additional payments from your immediate superior if the solution of these issues is not within his competence. But at the same time, you should not "jump over your head" and write an appeal to the CEO. Most Right way- to draw the attention of the head of his unit to a financial inconsistency and invite him to petition for its revision before higher authorities.
• Argumentation. Another example of a mistake when drafting a memo for a salary increase is incorrect argumentation. Even if the employee finds himself in a very difficult life situation and is in dire need of money, this is not a reason to raise his salary. Every more or less experienced leader knows this common truth.
• Showing empathy in the form of a raise in salary will have a detrimental effect on the productivity of the rest of the team, as it creates a misconception about the company's priorities. In this case, it is better to offer the management to provide the employee with one-time financial assistance or an interest-free loan. Such an initiative has a better chance of a positive leadership resolution.

The desire of employees to improve their financial situation pushes some of them to write a memo for a pay increase. And if, before its departure, a person objectively approached the assessment of his own positions and labor achievements, then the probability of the desired result will increase significantly.

Lawyer of the collegium of legal protection. He specializes in handling cases related to labor disputes... Defense in court, preparation of claims and others normative documents to the regulatory authorities.

Most workers feel that it is not appropriate or demeaning to bring up a pay raise or promotion. But this is absolutely nothing to worry about.

If an employee is very calm, patient, executive and also taciturn, this is usually more and more loaded with work, and there is no question of raising the salary. That is why you need to be determined and act, there is nothing to be ashamed of, because you should be interested in this most of all. The main thing is to ask for an increase in wages correctly and competently. A beggar and a person who makes a personal request are not the same thing, there are certain differences between them. Beggars press on pity, and people of a different category do it with dignity, since they value their work and know how much it costs.

Before you start talking about salaries, you need to correctly assess your market value. Everything in this world exists in market conditions, and each work is a certain commodity.

There are three parameters by which you can determine the value of an employee:

1. How important are the tasks that he performs at the enterprise;
2. How large is the volume of his real and potential knowledge and abilities;
3. What is the market price for the services of a professional of the same profile and level.

These main factors need to be clearly comprehended and realized, only after that you can objectively assess your strengths and yourself. As a result, you can confidently discuss the issue of salary with your superiors. Before you go to his office, write on paper all your services to the company for all the time you worked here. Pay special attention to your latest achievements.

An employee who achieves significant success in work may eventually receive some material rewards, but all this directly depends on certain factors.

Only an employee who:

1. all the time offers to help other employees, while he sacrifices his time;
2. takes a very responsible attitude to his reputation and to the company in which he works, in general;
3. sets certain goals for himself and achieves them in a timely manner;
4. always focuses on the successful completion of the case, to take their duties with the utmost seriousness;
5. constantly improving himself and his knowledge;
6. monitors his image as a business person, because it has great importance on the way to success;
7. strives to meet all the requirements of the boss and the team in which he works.

Raise a conversation with your boss on this topic at the right time. Make sure that the boss does not have a lot of work and visitors. Best afternoon. If he has Bad mood, then do not even think to touch on this topic. During this period, all the affairs of the enterprise should be successful. And the day of receiving wages is not suitable for this either. It is best if the atmosphere is informal, for example, at a corporate party, but that you are alone. You can even say it jokingly.

Start a conversation without tension and seriousness, this is not a disaster. Do not emphasize in your speech that this salary does not satisfy you. Going too far in the form of blackmail is also not worth it. Present yourself and your achievements, ask what you need to do to climb higher in career ladder and thus earn an increase in wages.

Then move on to the second point, provide arguments that match the words of the boss. Give as an example that another firm pays a different salary for such work. List your merits, work experience, what you can still give the company and go to the amount of the bonus. Follow the reaction of the boss, if no comments followed, then announce the time after which you would like to receive a salary increase.

Sometimes a step forward starts with a kick in the butt.

You are 30, 35, and maybe even 40 years old. You work for a company for your meager salary and do not understand why your successful friends have already updated their iPhone 7 to iPhone X. Why are they, and not you, traveling with their families to Cyprus, the Maldives and the UAE. Why have they already paid off their loans for a Honda Accord, VW Passat or even a Mercedes Benz ML350. You see how your colleagues go to the boss with a brazen face and demand another increase in wages, go out with a smile on their face and go to the nearest pub to get stamped.

Why THEY and not YOU?

After all, you did the best at school, did them test papers, helped to pore over the diploma. And what about the guy whom you called to your company from the state of emergency "Horns and Hooves", and now a year later he overshadowed you? Why do they ask you to "cook up a list of outstanding achievements" before the next report on the work for the year, although their main success was that they did not lose the work of their predecessors?

And you are such a modest guy, the smartest, most effective and irreplaceable (damn, why is it that you are always creakingly let go on vacation for one week, while these boobies have a two-week vacation twice a year, excluding Christmas and the May holidays?), and so, you are the very best and you don't get anything ...

I'll tell you why this is happening.

For almost 10 years now I have been working in large corporations, observing hundreds and even thousands of careers - both successful and unsuccessful. Five years ago, I was getting 100 a day from guys like you, doing up to 10 interviews and evaluating, evaluating, evaluating. Evaluated in order to understand who to take to the company and who not. Who can achieve something and who cannot.

So below you will see seven simple ways get a raise in wages. Start with the first one, follow all the recommendations and move on to the next. No need to jump between tips. Observe the order. So let's get started.

No. 1. Ask!

Do you know why you get so little? Because 95% of the bosses do not care about the fact that your wife takes out your brain every time you receive a salary.

When she didn't have enough money for a dress. When you took her to rest as a savage, and not to a resort. Because to raise your salary, he needs to talk to his boss, explain why you need to raise your salary, talk about all your successes and achievements (do you think he remembers everything?). It's much easier to say: Max (your colleague) came up and said that if I didn't raise his salary, he would go to competitors. Or maybe your boss is saving the department's budget so that he can ask for a raise later.

What to do: your main task is to put in your boss's head the idea that you want to earn more. That you are not satisfied with your income level. What do you want to know, what should be done to increase salary.

How to do it: you must prepare a conversation (if you are brave) or a letter (if your courage is only enough to write to your boss once a week).

The main message of your conversation (or letter): what should or can I do to earn 30% more?

Exactly. The boss doesn't care what you've done already. He doesn't care how much your colleagues get or how much they pay in the market. He is only interested in what you are able to offer in the future in exchange for a salary increase.

Secrets: I will share one secret with you. Any boss appreciates employees who can solve boss problems. The boss doesn't like problems the most. They always try to throw any problems on their subordinates. If the subordinate failed, it is he who is to blame, not the boss. Therefore, think right away what problems of the boss you are ready to solve for increasing the salary. Here, of course, we are talking about work - do not think that you will need to be a slave to your boss.

How to build your conversation (letter)

1. Declare immediately what you want to talk about.
2. Explain why you want to earn more (the only thing that can touch your boss is your life circumstances, so talk about the mortgage and the rising dollar exchange rate, that you and your wife are planning to have a third child or that you now need a car, which you will borrow).
3. Ask under what circumstances and conditions you can earn more.
4. Suggest options for expanding your responsibilities or improving work efficiency yourself.
5. Think of past successes as proof of your ability to perform better.
6. Tell me the amount you're aiming for.
7. Ask what you need to do to get back to this conversation when you, for your part, fulfill the conditions.

An example of your dialogue (I give only your phrases, but it is obvious that there will be answers from your boss between them):

Hello Ivan Ivanovich. I would like to talk with you about my salary. My wife and I are planning a third child, so the question of my income is very relevant for me now. I want to discuss with you, under what circumstances can I earn more? For example, I can take on more clients or be responsible not only for sales, but also for marketing. Remember how successful I was in getting a new shampoo to market when all the marketers were busy with new pads? I would like to receive $ 2,000 per month and am ready to put in the effort. After I complete all the requirements, how can we get back to our conversation?

Be sure to write down all your agreements after the conversation and review them every week.

My experience shows that:

In 50% of cases, a single conversation with a request for a raise is enough to raise wages.

It really works, especially if you are a really cool and valuable employee.

Bosses are afraid of this kind of talk. People who say they want to earn more make them fear being fired. And no one wants to look for a new employee in your place, mess with him, teach, adapt and risk getting a pig in a poke.

# 2. Learn!

You know, there is such a phrase: "If you do the same tomorrow as today, you will have what you have today." If you want different results, do something different. And for this - learn.

See how it works. Every company has such a concept as a wage fork. People in the same positions can receive salaries that differ by 25–75%. That is, you can receive $ 1,000, and your colleague - $ 1,500, performing similar functions (we do not take into account bonuses for now). This happens for many reasons:

1. You came when everyone received $ 1,000, and then the market grew, and new employees were already recruited for $ 1,500.
2. When you were hired, your knowledge and experience were valued at $ 1,000, and those of your colleagues at $ 1,500.
3. Your company has a formal or informal system for assessing the professionalism of employees, based on the results of which wages are revised (such a thing is increasingly beginning to be introduced in large Western and domestic companies).
4. Someone rated the level of professionalism of your colleague higher and initiated an increase in salary (your boss, your boss's boss, the boss of another unit, HR director).

In general, there is a direct relationship between your "coolness" as a specialist and your salary. Accordingly, the cooler you become, the higher your price.

What to do: you do not need to immediately enroll in all kinds of courses, buy a library of professional literature or apply for a mini-MBA (you still have to grow and grow to a full MBA). To begin with, you need to determine what professional and personal knowledge, abilities, skills and qualities (let's call them further competences for convenience) are really in demand in your company and are ready to pay more for their "pumping". Once you understand this, all that will be required of you is to look for ways to pump these competencies and pump them.

How to do it: you need allies here. Talk with your boss, with a representative of the HR department, with agency recruiters, colleagues in the market, read specialized magazines for you, go to conferences. Once you've identified the eight competencies most in demand for your position, plan and develop them.

Secrets: there are people who call themselves coaches. Like Buddhist monks, they hold the secret of a powerful coaching tool called balance wheel... But I'll tell you about it.

Take a sheet of A4 paper. Draw a circle. Divide into eight sectors. It turns out like this:

Each sector is one competence. Now rate each competency on a scale from 1 to 10, where 1 is not developed at all for you, and 10 is developed at the maximum level.

After the assessment, in front of each competence, put a number that is equal to the difference between 10 and your grade. For example, you have the competence "negotiation", which you gave 6 points. Subtract 6 from 10 and get 4. Then you work with this figure.

Now choose the three competencies that are more important than all the others. Multiply the points obtained in them by 3. And three more competences, which are in second place in importance. There, multiply the scores by 2.

You will receive six new numbers. Choose three of them with maximum score... It is these competencies that you must develop in yourself.

If you did this exercise, then this is already 50% success. There is little to do - development.

Do you know why 90% of people are not engaged in self-development? They think it is expensive and they don’t have time for it. I want to dispel these two myths.

Myth 1. Self-development is expensive

Complete nonsense.

In our modern world, there are already so many all kinds of where you can, by spending only $ 100, get valuable information. Do not think and do not expect that after the first such event you will become a Guru. Don't think the pros know 10 times more than you. All that distinguishes the pros from you is that they went to two or three events, caught the key idea and began to use it in their work.

Be sure to ask your HR's if they are ready to pay for your training in whole or in part. Find the most the best book on a topic that interests you (ask others for advice, which is better, read the reviews) and read it.

Myth 2. Learning takes a long time

And you don't even have enough for work.

Do you know Stephen Covey's book? Here's what he writes:

Imagine that while walking in the woods you see a man who is fiercely sawing a tree.

- What are you doing? you ask.

- Don't you see? - the answer follows. - I am sawing a tree.

“You look very tired,” you sympathize. - Have you been sawing for a long time?

“More than five hours,” the man replies. - I can hardly stand on my feet! Hard work.

“So why don't you stop for a few minutes and sharpen the saw? - you advise. - It would have gone much faster for sure.

- I have no time to sharpen the saw! - declares the person. - I'm too busy.

And don’t lie to yourself that you don’t even have 20 minutes a day. Or that you can't find three hours a month to watch a webinar. Or that you can't set aside one day in six months to attend a training. What, really not? Well then, plan your next vacation so that it starts on the day of the training, and you will rest not seven days, but six.

# 3. Expand!

So, let's say that you have already told the boss that you want to earn money. more money... You even agreed on the circumstances under which it would be possible, and you started to sharpen the saw. It's time to take the next step - expand.

Once the boss told me:

Responsibility is not what you are given. Responsibility is something that you take yourself and do not discuss it with anyone.

So, the time has come for you to expand your area of ​​responsibility.

What to do: see what you are currently agreeing with your boss. Which of these he least wants to agree on (remember, you wrote him five letters on the topic of agreeing on new terms of work with a client, and he never answered?). Start with the little things. Take responsibility for making decisions.

How to do: start by telling yourself, "Now I'm starting to take responsibility." As soon as you have made up your mind, take action. My secrets to help you.

Secrets: I will give you simple scheme increasing your responsibility. Imagine that you have the same situation that repeats itself every month. Let it be agreeing on the terms of work with the client.

Now you write like this:

Dear Gennady Ivanovich, I ask you to agree on the terms of work with the client "Romashka".

Now let's add some responsibility:

« Dear Gennady Ivanovich, I would like to agree on such conditions for this client. Do you agree?"(See, the pronoun" I "appears.)

A little later a month later:

« Dear Gennady Ivanovich, I agree on such conditions for this client. Do you have any objection?"(Here you no longer express a desire, but declare an action.)

Next month:

« Dear Gennady Ivanovich, I have agreed on such conditions for this client. If you have any comments, please let me know so that I can make corrections.". (Here you have already announced the event, but you leave it up to the boss to change something.)

If this stage has passed successfully, then proceed to the final version. If not, and the boss told you: "Who gave you the right to agree on the terms?" - tell him about your readiness to take responsibility for agreeing on conditions, and for him the right to be informed in the form of your reports.

So, the final stage:

« Dear Gennady Ivanovich, I am sending you a report on the agreed conditions for clients, I am ready to discuss them if necessary».

Remember: the more responsibility you take, the more value you will be to the company. But I want to warn you: do not fall into the trap when a new responsibility will require more time from you than you are able to devote to it. In this case, get ready to ask for additional resources (the ability to delegate part of the work to other employees, leaving responsibility for the result).

No. 4. Perform!

Companies are divided into two types:

• in some you work for a bet, and you do not and cannot have any bonuses;
• in others, besides the bet, you have the opportunity to receive a premium.

If you work in a company of the first type, skip this item right away.

And if you are fortunate enough to work in a company where there is at least a small chance for an award, then you simply have to achieve it.

Prizes there are different types, here is some of them:

• monthly bonus for performance indicators;
• percentage of sales;
• the fee for the work done;
• processing bonus;
• Outstanding Achievement Award;
• premium for the quarter;
• the premium based on the results of the assessment for the year.

What to do: So, your # 1 task is to understand what types of bonuses your company has. First, talk to your colleagues and find out what they know. Then ask your boss or HR employee the question.

How to do: listen to what colleagues have to say about salaries and bonuses.

My many years of experience show that employees always talk about their salaries and discuss them among themselves. No matter how strict the rules are in the company, they will still find out each other's salaries and incomes. And if you still do not know about the income of your colleagues, then you have everything ahead of you. Go to the pub with your colleagues, have a heart-to-heart talk. Tell me that you really do not have enough money and you are thinking how to earn more. How to achieve a prize ... Ask their advice - a Pandora's box will open in front of you. If you're lucky, take the boss with you.

Secrets: even if your position does not provide for bonuses, your boss always has the opportunity to write a memo to his boss and knock out a bonus for you. Therefore, do not think that there are no bonuses at all. Think about the circumstances under which you could get it.

№ 5. Combine!

Sometimes The best way earning more means finding an opportunity to combine your main job with something else. And here's a list of possible combinations. Even if you don’t find an option for yourself, you will understand in what direction you can and should think.

1. Combining two positions in one company. I see this quite often. Of course, no one will pay you two full rates, but you can get a surcharge of 30%.
2. Combining two positions for shift workers. If you have shift work - two in two or three in three, and so on, most likely, your manager will give you the opportunity to work additional shifts for a colleague who is sick or went on vacation.
3. Network marketing. Although personally I do not share all the joys of network business, there are many examples when a person earns good money doing Avon, Amway, Oriflame and other businesses. The only thing that you must have two success factors: the gift of selling and great amount friends and acquaintances whom you are able to convince.
4. Conducting training events. If you are a cool pro, then there are probably people who are willing to pay you for training. I know several people who conduct trainings. But usually they themselves are not engaged in sales, but cooperate with companies that find clients for them. Think about whether there are companies in your environment that are ready to sell your trainings. There is also a second category of people: they are fond of some topic, for example, Vedic culture or make-up, and they conduct mini-trainings for their friends on this topic.
5. The second way to capitalize on the development of others is to get certified as a coach. A coach is a person who, using a certain technique, helps other people achieve their goals. Usually a coach is a professional in a certain area in which he specializes: finance, career, health, and so on. Successful coaches charge from $ 100 to $ 200 for their coaching session in 60–90 minutes.
6. Intermediary services. I know people who make money by helping to shop in foreign stores. This is especially true for children's things. They collect orders from their acquaintances, place an order in a foreign store and deliver to their city.
7. Deposit. This is probably the most obvious way to make extra money, but it takes some effort to start saving 5-10% of your income. Here you can't do without the help of inspirational books. I recommend reading Bodo Schaefer.
8. Manufacture of handmade goods. I have friends who bake professional cakes with different figures, there are those who make women's jewelry, beautiful postcards or notepads. Here you have to invest your labor, but if it turns out well, then over time you can earn good money.
9. Providing services to others. Here, probably the most popular will be manicure and massage. But there are also less popular ones: assistance in choosing a wardrobe, providing quality services in buying a used car (finding a seller, inspecting cars, checking at a service station, bidding). Think about how you could make money.

What to do: you choose, there are a great many ways.

How to do: make your list of ideas on how you could make money. Put ideas in it, from the obvious to the craziest. Keep your list as long as possible. Give it a whole week, reviewing each evening and adding a few new lines. Then pick one or two things to do and start doing them.

Secrets: If you are not sure which of the invented options is better, try to rate each of the options according to the following criteria on a scale from 1 to 10, where 10 is the highest rating:

• in the next five years it can bring income commensurate with my salary;
• this activity gives me pleasure;
• it will use my talents.

Evaluate each option according to three criteria, add up the points and choose the option that scored the most points.

No. 6. Grow!

This is one of the most difficult, but also the most efficient way earn more.

In my experience, the difference between the lowest paid job and the highest paid job is medium company- 100! This means that if the cleaning lady gets $ 200 a month, then the CEO gets $ 20,000 (no bonuses).

In addition, there are about 13 job levels in the average company. That is, from a cleaning lady to a director, there are about 13 positions.

It is believed that a person's career growth can occur on average once every three years.

On average, an employee's salary increases by 40% upon promotion (usually 20% immediately upon promotion and another 20% after 6–12 months).

Thus, in 20 years professional career even from the lowest position and a salary of $ 200, one can grow to a salary of $ 2,000 (assuming that there was an increase every three years by 40%, a total of seven increases).

And if you start with $ 1,000, then up to $ 10,000. Not bad, right? But there are people who grow faster than others. For example, if you receive career growth every two years, then the income growth will no longer be 10 times higher, as in the example, but 29 times!

It is believed to be very easy. In 20 years, you will have 10 promotions. Each 40%. So, you need to count 1.4 to the 10th power.

Feel the difference:

Job growth every * years	Total growth in position (20 divided by the number in the first column)	Growth of income for 20 years * times	Income 20 years from now if you start at $ 500
2	10	29	14 500
3	7	11	5 500
4	5	5	2 500
5	4	4	2 000

»
Do you now realize the importance of your career growth?

Great, start growing!

What to do: I give step-by-step instructions.

Step 1. First, determine what you love to do the most in your life. If you seriously decided to think about a career for the next 20 years, then you need to choose something worthwhile, because you are very most you will devote your life to this work.

Step 2. Draw your career ladder for 20 years. We decided that ideally you should have up to 10 promotions. Don't be trifling, aim for the CEO position. Believe me, in 20 years any person who is purposefully engaged in his own development is able to become director general... So, you need to draw your path from your current position to general.

Here is an example of a telecom company with over 5,000 employees:

1. Sales Specialist ↓
2. Senior Sales Specialist ↓
3. Sales Lead ↓
4. Sales manager ↓
5. Sales team leader ↓
6. Head of Sales Department ↓
7. Head of Sales Department ↓
8. Head of Sales Directorate ↓
9. Commercial Director ↓
10. CEO ★

Step 3. Now forget about your career ladder and focus solely on your next position (in my example, Senior Sales). Ask yourself, and then your boss, the question: what do you need to know, do, be able to get promoted? Focus on this question, finding an answer and taking action in the next two years.

Step 4. Repeat the third step every time you raise.

Step 5. Hire yourself a coach who will help you grow in order to insure your success.

How to do: remember, your career growth has several criteria for success:

• Goal setting - every time you have to set a clear goal for yourself, for example, to become a senior sales specialist by 01/01/2017.
• Learning - no need to indulge in illusions. Without training, you will not have constant growth. Therefore, plan your training (exactly how - I already wrote above).
• Expanding your responsibility - this is the only way you will grow. Nobody will come to you and give you a little more responsibility (and career growth is essentially the growth of responsibility). They will always see if you take on a little more responsibility than others or not. You already know how to take more responsibility.
• High level of performance - you have to work a little more efficiently than others, these are the people who are promoted.
• Good relationship with management - I'm not talking about the need to be nice, no. Here we are talking about the fact that you must be able to communicate well with your leader and the head of other departments. Nobody wants to promote people who are unable to build relationships with colleagues. And your current leaders are your colleagues tomorrow.

Secrets: go to the zoo, see the wolves. I'm serious! Watch them, and you will notice one feature that no one else has. This feature is that the wolves are always on the move! Really always. They never stand or sit, they are constantly moving. Hence the saying:

The wolf's legs are fed.

Wolves know they have to move to survive. In winter and summer, in rain and heat ... You must become the same wolf.

You must always move. To move means to act, take the initiative, develop, communicate a lot with colleagues and other employees of the company, generate ideas at meetings, and speak publicly. You always have to do more actions than all your colleagues. This is the only way to get ahead of them.

No. 7. Go away!

So, let's imagine that you followed all my recommendations from the text above for two or three years and did not get any result.

But let's not lie to ourselves. When I write "done," it means that you did even more than I wrote.

Even put it this way, here is the test you must pass:

Count how many times have you answered yes? If you have not scored 16 points, it is too early for you to think about leaving. You know, people are used to blaming others. If your salary is not growing, it is always easier to blame the manager for this. But if you have not done all 16 actions to increase it, then the problem is only in you.

But if you diligently completed all 16 points and your salary has not changed, then run. Run from these scoundrels who!

But, as career coaches and consultants I know like to say, looking for a job is after all. Therefore, about this in a little more detail.

What to do: There are several things you must do to find a job. This is a checklist that you must fill 100% ↓

How to do: job search is a creative process that requires a lot of energy and Have a good mood... I advise you to combine it with something especially pleasant for you. Start going to the gym while looking for work or go fishing every weekend. Or maybe finally go to a driving course. Do you drive? Then extreme driving. For English and speed reading courses.

Buy yourself good vitamins and drink every day, adjust your diet, sleep. Your life should be like the bride's before the wedding. You need to marry yourself or marry a good employer, and he must definitely like you.

Secrets: I will share with you the last secret of a careerist, and you will understand why ordinary people work bad jobs.

I'll start with a small statistics from the life of a recruiter.

In order to choose yourself a good place to work, we need to get at least three real proposals.

To receive each of these offers, we will need to go through at least five interviews. So that's 15 interviews for three proposals.

Before the interview, the recruiter will conduct a short telephone interview with us. Usually recruiters call more candidates than they want to invite for an interview. Let's assume that only one of the three calls will end with a real interview for us. This means that for 15 interviews, we need 45 telephone interviews.

But they don't always call. In reality, only one out of 10, or even out of 30 resumes sent, gives us a phone call as a result. Let's take an average of 20 resumes sent for one call. And for 45 calls of such resume, you need to send as much as 900.

Now let's think about it: if we want to find a job in three months (90 days), then how many resumes need to be sent per day. Exactly - 10 resumes per day!

How does it usually happen? One to five resumes per week. Well, even if five a week - it will take 180 weeks for 900 resumes ...

Now do you understand why people usually do not find normal jobs? They barely find at least one real job offer (and often they receive this offer after they have greatly lowered their bar after a series of failures).

Output

Submit 10 to 50 resumes per week.

And it doesn't matter if there are so many suitable vacancies. Just understand that your goal is to find from all vacancies from 10 to 50 those that are most interesting on all available sites, and send your resume there.

Uninteresting vacancies will give you the experience of passing interviews (and 30% of them can actually offer you a more interesting position in the end), and interesting ones will give you a potential job offer.

Well, that's the end of my story about finding a job. This is only a small part of what I would like to convey, and someday I will write a book about career and job search, but in the meantime, I propose to keep in touch through my