How to Ask For a Raise
Tips for asking for a raise
What is the up-front issue?
Each day, Exceptional Admins oversees, manages, and governs many topics, including one that is somewhat controversial…compensation. There’s a myriad of issues with this topic. Creating uniformity within the administrative profession is a daily challenge I welcome, as I want to be true to my hashtag, #adminadvocate.
I’ve been placing exceptional admins for over 6 years (as of 2017), with 140+ placements handled (to date). Included with this success has been holding over 4,000+ calls with administrative professionals. During each call, compensation comes up. I avoid asking the lackluster question, “What did/do you make?” Instead, I ask, “What is your desired compensation?” It’s not a trick question. It’s a great way to learn if the professional can speak to their value-add, can advocate for what they believe they are worth, or if they are unsure. It produces a heartfelt moment and engaging discussion. We talk about all the facets that need to be considered to properly position his/her value-add yet stay competitive. It’s a true honor to talk about money with what is a high majority of women. Below you will find an example of how I advocate for admins (it also highlights the complexity, yet again, with salary for this career).
Why share this? To show just as professionals struggle to price themselves, the hiring company is also unsure. I created this post to let you know there are steps you can take to position your ‘ask’. Now, I can’t guarantee a raise, however, I can lay out content that hopefully inspires you to take a leap (of sorts).
A post from Exceptional Admins’ LinkedIn business page:
As you can see from above, the topic of compensation for an admin is gray. I have learned over the years that an executive doesn’t always understand the admins’ ROI (Return on investment). As shown above, no two roles are alike, so using standard compensation data presents a challenge. It is a common misconception that if the admin is not generating revenue, such as closing deals and/or making sales, they are not worth the executive’s time or money.
Where do you start?
Your best first step is to remember, you are not JUST an assistant, you are an energy manager, memory maker, goal champion, and initiative organizer (+ more). Every time you manage something in these areas you create leverage (i.e., bandwidth) adding value to lives and organizations. Once you clearly outline your value-add, your voice to self-advocate grows.
Tips for self-discovery:
What is your signature strength?
What do people rely on you most for?
What is your reputation (i.e., brand)?
What are your top two soft skills?
What was your biggest accomplishment over the last 6-months?
What do you do that displays confidence?
In writing out details to the above, you are growing your fluency with yourself. Many professionals struggle to talk about themselves, making self-advocating challenging. Write down more than you wish to verbally express with someone. This way, you have a lot of material to work with when you craft your positioning statement. Also, if you are not privy to common words and phrases, look at company presentations to grab terms used that speak about growth and opportunity cost…using language the executive can relate to will help them hear you from a known place.
Things to consider when asking for a raise
Timing and preparation are essential. In my field of work, I believe there are three avenues to choose from: straightforward, creative, or a blend of both.
Timing can be when you are having a review and/or when the market rate for your role doesn’t match your current pay. Be advised, as mentioned above, no two roles are alike, so take in the below wisdom when you embark on the timing journey. Like the stock market, you cannot play the compensation market. While the pay in another role (online) may be higher, does the role look the same? Is the company revenue the same? This solidifies why you want a range strategy.
Preparation is worth the work, like learning a new skill or losing that last 5lbs.
I’d like to add, knowing your audience for this discussion is imperative. If you are talking to HR, prepare with that in mind, if you are talking to a CFO, they appreciate consolidated information (think rows and columns), if you are talking to a CEO, they want bullets and easy-to-digest information.
In connection with the self-discovery exercise above, consider the below for your “gain” plan:
Straightforward:
Create a file outlining your accomplishments and accompany this file with positive notes and accolades from clients, bosses, and colleagues.
On top of accomplishments, generate a year-in-review audit spreadsheet (or PowerPoint) of how many meetings you organized, how many trips you handled and how many presentations (+ more) you put your fingerprints on. Present the depth of your impact as an audit of time and energy that you managed. If you are partnered with more than one executive, this could become a cumbersome task, but embrace it as it is lucrative. *
Instead of using tools like Salary.com, as they are usually off by 18 to 25%, review job boards to get a more accurate read in your area. Hopefully, laws are in place for salary transparency in job postings. If not, then resort to Salary.com (but add 10% to be safe) and Cost of Living sites.
*I realize this may come across as though you are defending your position. From my professional position, it is not. I share this wisdom as it is similar to when a company is evaluating an acquisition. Business leaders look at pages and pages of information outlining the value of the acquisition. Taking this approach, you are putting yourself in that evaluation position and bringing forward the pages and pages of your awesomeness validating your value. Remember, they aren’t privy to every single thing you do, so it’s a courtesy that you give them behind-the-curtain insight.
Creative:
Lead in with your positioning statement on how much you love being an assistant and how helping others achieve their goals is rewarding.
Remember, a raise doesn’t have to be financial. Ask to work from home 2 days a week/month.
You could request an allowance for professional development. *
An extra vacation day or two a year?!?!*
Maybe take on creating wellness stipends company-wide.
If you are privy to upcoming initiatives, prepare a thoughtful list explaining how your contribution will make a valuable impact.
*I’ve witnessed a trend (in 2022) where employers are embracing unconventional ways to reward their human capital. You have little to lose asking for unconventional options. You may even spark a ripple effect.
Negotiations with a raise
My business exposes me to a lot of different outcomes. Over the last 6-years, in no case has anyone ended up totally empty-handed. You know your wants and needs the best, so make at minimum two outcome options that reach some sort of positive gain. Remember to enter the conversation with an open mind. I often encourage professionals to also enter the conversation with a mindset that is neutral vs. expecting. This way, you will be pleasantly surprised or let down gently.
In connection with the self-discovery exercise above, timing and prep, consider the below for your gain plan:
Have a monetary gain plan - salary increase (range as a % or by hourly; ex: $7k / 2028/hours = $3.36/hour increase)
Have a life gain plan - more freedom, wellness stipend (i.e., remote, vacation days, and so on)
Have a retention gain plan - a bigger bonus at the end of the coming year based on metrics you agree on together
Have a career evolution gain plan - you create a plan for the next three years outlining a career trajectory that includes gained responsibilities, a new title, and so on
How to handle rejection for your raise request
First, start by asking yourself:
Was my timing off?
Did I present my case well or could it have been stronger?
Is there something going on I don’t know about (i.e., business forecasting)?
Did I not have enough options to negotiate better?
Rejection stings. As mentioned above, no one leaves totally empty-handed. You deserve to take a look inward and recognize the whole exercise increased your awareness and verbal fluency. This is something you should be proud of. You’ll stand a little bit taller because you’re smarter. Life is about lessons, yes, even the ones we don’t want a lesson in. The natural human response to rejection is flight. Don’t let disappointment (or anger) get the better of you. That will damage your performance and negatively impact your brand. If the outcome is truly heartbreaking, and you want to begin strategizing a graceful exit, take in this “WTF…creating a plan” episode.
Pulling for you!
To hear more about creating your raise plan, listen to the below episode, “Don’t ask for a raise”.
Launch Pad:
1) Know your worth! Learn how to advocate for yourself through self-discovery to set the stage for your success!
2) Pick the right time and be prepared for the type of “ask” you will choose: straightforward, creative or a hybrid. Being open minded can help further your negotiations.
3) If rejected, do not react off of emotion. Take time to reflect and figure out where you could improve for your next attempt. Turn the rejection into a lesson.
“The Exceptional Admins” LinkedIn page
“Return on Investment (ROI): How to Calculate It and What It Means.” Investopedia.com
“The Exceptional Admins” article, Polling Exceptional Admins…
“The Exceptional Admins” podcast, Confidence Currency…
“The Exceptional Admins” article, You and Your Review
“Make Fair Pay a Reality.” Salary.com
“The Exceptional Admins” podcast, WTF…creating a plan