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11/18/2005 01:17:22 AM · #1 |
Let's just say "Joe" received an offer from a different company which is a heck of a lot more than what he gets from his current company. He doesn't want to leave and decides to ask. How would "Joe" do it?
Any thoughts? |
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11/18/2005 01:21:07 AM · #2 |
Originally posted by Rikki:
Let's just say "Joe" received an offer from a different company which is a heck of a lot more than what he gets from his current company. He doesn't want to leave and decides to ask. How would "Joe" do it?
Any thoughts? |
you just did it. employers will respect your candor for the most part. Just be sure the other offer is solid just in case. |
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11/18/2005 01:23:54 AM · #3 |
I think Joe should compile a list of reasons why he's a valuable asset to the company - solid examples of your work, not really a Top 20 Reasons Why You Should Pay Joe More thing. And a reason why you should get a raise. Are you being paid below industry standard? Have you been working there for a certain amount of time with no raise? And then just bring it up. The worst than can happen is that they say no.
I wouldn't mention the other offer if you're not prepared to take it. |
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11/18/2005 01:25:22 AM · #4 |
What Pedro said. As mk said, assuming you're prepared to take it.
R.
Message edited by author 2005-11-18 01:26:49. |
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11/18/2005 01:40:36 AM · #5 |
Lots of employers, mine in particular, will not give salary increases like that. I've seen several people leave in situations where they backed the comapany into a corner, trying to use another company's offer as leverage.
Personally, I think you'd be better off making your case for a raise based on your merits, industry norms etc., rather than backing them into a corner with the "raise or bye-bye" scenario. I would not mention the other offer at all unless it's in your letter of resignation.
There must be some reason why Joe wants to stay, aside from salary and there is value in that.
Message edited by author 2005-11-18 01:42:34.
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11/18/2005 02:00:45 AM · #6 |
| I guess it would depend on industry, and the culture attached to it. If you are in a good area both geographically and as far as the type of work you do, then your employer ought to know that he is competing for good empolyees. In computers and construction everyone knows that people are working together untill a better price comes along, and if an employee told be that he had a better offer I would decide to compete for him or let him follow the better offer, or if I can find someone less costly I would ask him to work for less. But as Bear said, don't put that chip on the table unless you are willing to take the walk. |
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11/18/2005 02:03:41 AM · #7 |
Well I typed up a long response and accidentally hit the windows "X" button at the top and lost it. Some I going say a few thing on this subject but try to keep it short.
First I was a hiring, firing, training, and senior manager for one of the worlds largest retail chain for ten years. I know that's not saying much but it does give me a little experience in employees asking for raises. If I had one employee to ask me, I had hundreds.
1. If you think you deserve a raise get you ducks in a row. Take a few days or a week typing out your contributions to the company, store, etc. Note your attendance and if you have been asked to do others work or come in early or leave late, note that. It shows a devoted employee. Sometimes managers, supervisors, or bosses overlook the good employees do and remember the bad. Don't rely on his/her memory bring in facts.
2. When you ask to speak to the manager don't do it at that time. He/she may be having a bad day. Ask for an appointment for a day or two later. Make sure you have a manila folder with you fact sheets inside in your RIGHT hand holding in down by your side with a straight arm. What this will achieve is a notion to him or her you are not ready to give the folder to them for review but will bring it to the appointment. Also by scheduling the appointment a day or two out, if you are a good employee, will have the manager thinking you are going to leave or put in a notice to leave. So when you sit down with him/her a raise seem so easy to grant that having to find another employee at a cost of $2500 to $10000 to train. You know have the ball in your court.
3. If you are going to bring up another company be prepared for you manager to ask what company and who you have been talking to. Most companies will call to make sure you do have another offer. The I have another offer scenario is the equivalent to "the dog ate my home work" at school. Most managers will not believe you. And most companies require it to be verified.
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11/18/2005 02:35:19 AM · #8 |
A lot of good advice has been given already. But it can also be according to the type of relationship Joe has with his supervisor/manager/boss. We are fairly close at my office and I would want my staff to be up front with me. Let me know they have had a job offer with a good increase in wages, that they don't want to leave but that the $3 an hour increase is hard to turn down.
If Joe was a good enough employee, I would look at my budget and if I couldn't meet the increase he was offered I might offer some other perks or incentives.
So, if you are friends with your manager or if he/she knows you well enough, AND you are confident that you are a valuable employee.. my advice is be upfront.
Good luck.. I mean tell Joe good luck. :)
Faye
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11/18/2005 02:46:18 AM · #9 |
Looking at Faye's and SDW65's responses, I'm struck by how much variation in approach appends to the "intimacy" of the current work environment. Knowing that Rikki works in an architectural office, and assuming his friend (if it's not indeed Rikki himself who's received the offer) works in the same office, I've advocated the completely straightforward, cards on the table approach, because in my experience of architetcural offices (considerable) they tend to foster intimate workign relationships. Unless it's a very large, "corporate" firm...
SDW65's advice is spot-on for mainstream, corporate cultures. Cards-on-the-table can definitely backfire there.
Robt. |
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11/18/2005 02:47:02 AM · #10 |
Wonderful responses everyone. I will tell Joe ;)
By the way, Joe has worked for this company for 10 years and never once had requested for a raise. He works at least 10 hour days and is, according to co-workers, the cheer leader of the group. He is also one of only two people who does what he does. It takes years of experience to do his work and the staff is either too junior or has shown little or no desire to do the things he does. By the way, he is alos one of two people that handle one of the biggest accounts in the company.
;) |
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11/18/2005 02:47:49 AM · #11 |
yeah...what Faye said :)
I already know what my employees strengths are. If I don't, either they're not doing much to impress me, or i'm not paying attention. I'd want my staff to tell me up front so i'd know what i was up against. I'd be pissed if they came clean about another offer after it was too late to counter. of course my staff is small, and we're VERY tight. sometimes I get more honesty than i want :P
good luck to joe in any event. i guess the only thing i'd say above all else - don't play games. I have yet to meet an employer who doesn't value honesty. |
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11/18/2005 02:51:19 AM · #12 |
| Does Joe work for Gensler? |
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11/18/2005 02:54:30 AM · #13 |
Nope.
Message edited by author 2005-11-18 02:56:27. |
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11/18/2005 02:58:25 AM · #14 |
| I guess the main thing here is you need to look after number 1! Sit down with your employer and explain the situation. A friend of mine was in the same situation last week and her current employer offered her more plus a company car for her to stay! Just go for the best bargain! If you mean something to your employer then they may come to the party! |
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11/18/2005 04:16:19 AM · #15 |
My cousin was in a similar situation a few years back (8-10). He was happy where he was, not looking to move, but after he had worked at the company for 5 years a competiting firm in the industry looked him up and made an offer. Twice his current salary and moving expenses was more than he could just ignore. He thought if he was worth that much to the competition, he should be able to get at least something from his current boss -- keep in mind he didn't want to leave. With the offer under his arm he made an appointment with his boss. He told them about the offer and who it was from, to which his boss listened with interest -- but as soon as he said he was considering it, security was called and my cousin was escorted from the building.
It seems the company took the viewpoint that they spent the money that would have been his pay increase in training him, so they couldn't afford to pay it twice so a pay increase was out of the question. As soon as he mentioned he was considering the offer he became a security risk and terminated with extreme prejudice. He reluctantly accepted the position and much to his families distress moved halfway across the country.
There is a happy twist to this tale -- my cousin is now back at his original company, after having been 'stolen' back in similar situation in reverse. He is now working were he wants to at the job he wants to work and making much more than he would have been had he gotten the raise in the first place.
Tell your friend to not table the threat if he's not willing to follow up on it -- it's a dangerous gamble. However, great risks can also reap great rewards, provided he is willing to pay the cost of taking those risks. He now knows he is worth more 'on the market' than he is currently getting -- go into the meeting with that in mind and the list of accomplishments to emphasis that. But don't table a threat, even a mild one, without full intention of following thru with it.
David
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