How do you negotiate a raise after probation?

Salary negotiations can be terrible. Most of us want more money for the work we do, but asking for it is something entirely different.

One Salary increase Negotiating can be particularly difficult after the probationary period. Is that even possible?

In this guide, we'll look at what probationary periods are and what you should know about them and your salary prospects before signing a contract. We also give you tips on how to prepare for salary negotiations after the probationary period and what you should do and say during the difficult conversation. Taking all of this into account will improve your chances of getting a bigger paycheck.

Do companies offer salary increases after the probationary period?

Before we dive into negotiating a raise, it's worth pausing for a moment to understand what the likelihood of this happening is. What exactly is a probationary period and how common is it to receive a salary increase after passing the probationary period?

What is a probationary period?

As I explained in the last sentence above, probationary periods are essentially a test to see how well you can work in the position. Employees use it to check whether they made the right choice to hire you, and it also gives you the opportunity to see if you enjoy the work and the role.

The probationary period is usually limited to a certain period of time, e.g. B. three months. It is a kind of safety net for the employer and, to a certain extent, for you. It can help test your ability to complete the task and ensure you fit into the team and work environment. It gives the employer more flexibility to terminate you if you do not meet the standards set before the probationary period.

On the other hand, if you don't think the job is right for you, it may be easier to quit after the probationary period is over than to quit later.

So how common are probation periods? The answer is: quite often. Most companies in both the public and private sectors have some type of probationary period. The length and criteria can vary from company to company - always find out about the rules of the probationary period before you start it.

When it comes to raises and the probationary period, it usually ends with a performance review, which can be a good time to discuss salary issues - especially if you've performed exceptionally well.

However, a salary negotiation may or may not be part of the agreed period and it may be difficult to negotiate a salary increase at this early stage in your employment. But don't despair - a salary increase is possible.

What do you need to know before accepting a probationary period?

Before you agree to a probationary period - before you enter into an employment relationship - you must check whether you have to go through a probationary period and what the specific conditions are. Knowing these terms can help you in your future salary negotiations.

Here is the checklist of what you should know beforehand:

• Is there a probationary period and how long is it?
• What are the special conditions of this time?
  • Your responsibilities during the probationary period.
  • For the employer and for yourself in relation to the termination of the contract after or during the probationary period.
  • The performance criteria for successfully passing the probationary period and any other standards for passing the probationary period.
  • The schedule for salary negotiations:
    • Will there be an automatic review after the probation period?
    • Does the company offer regular reviews?
    • Is it possible to negotiate the salary after a good probationary period?

Ideally, you should put the above points in writing to ensure you don't end up in a "testimony versus testimonial" situation. You probably have the job offer in writing. So ask that the parole clauses be included or clarified.

Not only can this make salary negotiations easier, but it will also ensure that the entire period goes more smoothly for both of you.

If you don't ask, you won't get it

There is a crucial problem with negotiating one Salary increase . Aside from putting the terms and conditions in writing, there is another important tip for salary negotiations - not just after the probationary period, but at any time.

The golden rule of a raise is: If you don't ask for it, you probably won't get it.

There aren't many bosses who will sit down with you and say, "We're giving you a big raise." That's not to say that they don't want you to say that, or that they don't think you could earn more - but raises just generally aren't a priority for them. You have to actively look after your own interests - no one else will do that for you.

I understand that asking for more money doesn't come naturally to you and it may feel uncomfortable, especially if you've only been with the company for a short time. But do you want to toil for months doing tasks that you know should be paid more just because you're uncomfortable asking?

Asking for a raise (especially if you've followed the steps below) is a natural and necessary thing to do. You are not a greedy person - we all need money, and we all work to some extent to get money. Of course, you must follow the steps below and provide valid reasons and justifications for the raise.

But don't talk yourself out of it or feel guilty about asking for it - if you don't ask for it, you probably won't get it. So either stop dreaming about a raise or take the initiative.

Remember: asking for a raise isn't being bitchy or selfish, it's being smart. To survive in today's competitive job market, you must recognize the value of your work. If your employer isn't willing to listen to your arguments, someone else will.

Asking or negotiating isn't the same as getting exactly what you want - but you also can't expect to get what you want if you're not willing to outline it. Negotiations are about reaching an agreement that is fair to both parties - a salary that you are happy with and that the employer can promise at this point.

So you have to get over the hurdle of asking before you can start dreaming about a raise.

The most important steps before starting salary negotiations

Any good negotiator will tell you that preparation is the key to a successful outcome. Therefore, your journey to negotiating a raise should begin long before you go to your manager and ask for a raise.

So how can you prepare for the negotiations? You must first evaluate your work environment and then carefully examine your worth and performance.

Analyze your work environment

It is beneficial to look around and carefully evaluate what is happening in the company. This means that you should understand a little about the company's current financial situation before you start asking for more money.

You can't expect the train to move faster once you hop on a steam train. This doesn't mean you have to know the company inside and out - you simply need to use your discretion to determine whether it's the right time for a raise. How can you tell? Ask yourself:

• Has the company hired a lot of new employees recently? This can be a sign of sound finances and open the door to negotiations.
• Has the company laid off many employees recently? However, if a large number of employees have been laid off recently, the company may be financially struggling and you may not be successful in your claim.

Not only should you get an idea of ​​the company's financial situation, but you should also consider the company's salary situation.

You need to know whether the company provides automatic salary verification. Some companies regularly negotiate salaries and offer corresponding increases.

If such a system exists, when is the next date for these negotiations? If the salary negotiations take place in a few months anyway, you can wait that long instead of conducting your own negotiations. On the other hand, if you know that the company does not conduct regular inspections, you can start negotiations.

Finally, you should look at your work environment, including requirements and responsibilities. Has anything changed between what was expected of you at the start of your probation and what you ended up doing? Did you take on responsibility on your own initiative or did your superior expand your tasks?

If your work environment and tasks have suddenly changed, you should note this. Making a list of things that changed your job description or increased your responsibilities will help you make the case for why a raise is appropriate.

Consider your value and performance

Another important point to consider before starting negotiations is your job performance and the value you bring to the company.

As mentioned above, you shouldn't be afraid to ask for a raise, but only if you can prove you're worth it. Don't just ask for a raise for the sake of a raise - you need to prove to the company that you're worth the money you're asking for.

How can you assess your worth? Start by listing your tasks and responsibilities. This means making a list of everything you did during the probationary period and the types of tasks you completed. Once you have the list, you should compare it to the duties listed either by the employer in the job description or in the probation agreement you wrote.

Compare and note any discrepancies. Did you complete any tasks that weren't mentioned? Has the list of responsibilities changed? This simple measure can help better identify your actual job description and therefore help you assess what you should be paid based on your actual duties.

You should also create a portfolio of your accomplishments. This means writing down any specific tasks you've undertaken and any specific ways you've done so Team or helped the organization achieve its goals. For example, perhaps you were responsible for the sales team that increased sales by 40% under your supervision.

Note that these benefits should not be part of your regular job description, but rather represent the additional value you have created. So if your task was to achieve a 40% monthly sales increase and you achieved it, you didn't add anything that wasn't expected of you. But performance above expectations or value addition beyond what was expected of you is an achievement worth mentioning.

The portfolio is helpful in highlighting the value you bring to the company - even if your Job Description has not changed or you are not performing additional duties, you can request a raise based on the value you bring to the team.

Finally, you should look around the job market and compare your job with the salaries there. Does the company pay much less than the industry average for this position?

If your salary is based on the role of a junior manager, but the list of responsibilities shows that you act more like a senior manager, what is the salary difference? This can improve your negotiating position.

So if you find that your job already pays much better than average and your responsibilities don't seem to be exceptional, negotiating a raise may not be in your best interest.

On platforms like Glassdoor and Kununu you can find out about different positions and average salaries. You can also talk to your colleagues (if they are willing) and talk to friends or acquaintances who are in a similar position or in the industry.

But remember: Don't make direct comparisons when negotiating. The fact that your colleague gets can depend on many different factors, even if you have similar tasks. But use the information as leverage and as a guide to what you might ask for.

Negotiate a raise

By now you should have enough evidence to convince your boss that you deserve a raise. So how do you negotiate the raise? First, arrange a meeting with the person who was in charge of your probation. The person responsible for approving raises should also be present at the meeting.

Why do you need both? Well, you want the person who oversaw your performance to be present as they can vouch for your performance. In addition, you must negotiate directly with the person who decides on the raise, because it is always better to present your arguments in person than to have a superior speak for you.

When organizing the meeting, be clear about your intentions. That doesn't mean you necessarily have to say you want to talk about money. Instead, say that you want to talk about your role in the company and your career options. That gets the message across, but it's not quite the same as organizing a meeting where you say you want more money.

When it comes to the actual negotiation, there are some important tips and tactics to keep in mind. I've listed the key points you should focus on in your communication style and conversation flow. This includes:

• Be polite and friendly , even if the conversation doesn't go your way.
• Explain how you enjoy working at the company and what you like about the new job. Do this first to make sure people understand that you enjoy your work.
  Provide a brief summary of what you believe you have accomplished for the company. At this point, use your list of achievements to point out the positive aspects that you have accomplished.
• State where you would like to take the company and how you would like to see it grow. It's great if you can put forward some ideas that you think could add value to the company or team. For example, if you notice that the customer management software has problems, recommend another one that you have researched. If you think a new social media campaign on Instagram could increase sales, briefly introduce this idea. Don't primarily talk about these projects or ideas, but rather mention something that shows how passionate you are about helping the company and what real added value you can continue to bring in the future.
• Ask about your probationary period. You want to get a feel for what the employer thought, whether you recognized the same achievements as them, and what the main criticisms were.
• Be honest about what value you think you bring to the company. If you know that you are underpaid compared to the industry, then don't be afraid to point it out to the employer. It can help to let them know that you understand the value of your work and make it clear to them that other companies may be willing to offer more.
• Listen to the manager and boss and try to get a feel for where they stand. Are you hearing a lot of positive feedback? Is the feedback negative and different from your own experiences? Adjust your expectations accordingly. If management speaks positively about your probationary period and seems enthusiastic about your ideas, you have a good chance of focusing on the higher end of your salary expectations.
• Take the initiative and speak directly that you want a raise for the reasons you stated (value, benefits, current industry standards, etc.). Also mention a number. You may not receive this, but it is a good starting point for the discussion. If you simply say you want a raise, they may grant you a small increase, but that may not be satisfactory to you. As mentioned at the beginning, you won't get a raise if you don't ask for one.

The golden rule when negotiating a raise is to focus on value. You need to make it clear to management what value you have created for the company and the team and how you can create even more value in the future.

Additionally, there are three important things to avoid when negotiating a salary, especially after the probationary period. The three big “no-nos” are

Threats to quit or cause trouble. Even if you have received a good offer from another company or feel like you have been taken advantage of, you should not threaten the company. The reaction in such situations would most likely be, "Well, there's the door!" Think about it: if you hate working at the company, or you know someone else is offering something better, then you might as well do it now On the other hand, if you just threaten to get a raise, you will be blacklisted by management.

Take rejection or criticism personally. The manager might be blunt. He/she could simply say, "Sorry Sally, we appreciate your work, but at this point you really aren't worth $3,000 anymore." You have to learn to distance yourself from the decisions, especially when it comes to salary negotiations. The financial impact of a raise for an employee may have nothing to do with how good the person is at their job or what the company wants to pay them. Sometimes money questions are just money questions.

Complain about the role or company. Yes, it may bother you that you have to do the tasks of two people or work in a cold office. But salary negotiations are not the right place to criticize the company. Remember the golden rule: the conversation should be about value - nothing more, nothing less. Let's say you don't like the fact that you suddenly have to answer emails from customers, something that wasn't previously part of your job. Instead of saying, "I don't like that I now have to write emails as well," you should say, "I've also taken on the additional task of responding to customer emails, and even though I had that responsibility before "I didn't have it, I found that it helped me serve my customers."

If you follow the tips above, you can show your talent to management and be offered a raise. Remember to think carefully about whether to accept the offer before saying no, because you don't want to stay with a company that you feel doesn't value your value enough. Remember that no matter how well you follow the advice, the answer can also be “no.”

Be Prepared for a No When asking for a raise, there are two options. You can either:

When asking for a raise, there are two options. You can either:

• Received a “yes”. This option can produce three results:
  • You get exactly the kind of raise you wanted - positive result.
  • You get more than you asked for - extremely positive result.
  • You don't get quite what you hoped for - a slightly disappointing result, but you can still continue negotiating or leave the company.
• You get a “no”.

You have to be prepared for rejection or the disappointment of not getting enough. The sooner you start thinking about and preparing for these possibilities, the easier it will be to respond to the situation and move on from it. You don't want to storm out of the office or hand in your resignation in the heat of the moment. A “no” isn’t necessarily the end of the world.

So if you hear the dreaded word or find the salary offer disappointingly low, here's what you should do:

• Understand and examine your boss's arguments. There can be many reasons for a "no," but some of the most common examples are:
  • The company explains that the decision is due to its financial situation. In this case, you could expect a raise once things improve.
  • The company may not negotiate outside of the annual salary negotiation plan. In this case, you may just have to wait and see.
  • The company doesn't agree with your assessment and doesn't think you necessarily deserve more. This is the hardest case because it doesn't leave much room for maneuver other than figuring out how to improve your performance.
• If the reasons are performance-related, you should take a close look at what your boss is telling you. What is the reason for the current salary or the smallest increase? Be honest with yourself and compare the situation in the industry. As I mentioned, if you're already being paid close to average, you may not have much room for a raise unless you drastically improve your performance.

What is the right step in such situations? Honestly, there is no "right" answer, and you'll have to figure it out for yourself. Nevertheless, you should look at the situation from different perspectives depending on the reasons. It means that:

If the reasons are out of your control, i.e. not performance-related, you need to reconsider your commitment to the company and the prospect of a salary increase in the near future. Has your boss hinted at a possible raise if the financial situation improves? Is the increase likely as the annual negotiations approach? Think about how willing you are to work at the company at your current salary and how likely you think a raise will be within a year. If you like the job and see light at the end of the tunnel, you should stay and see what happens. If you feel like the company is unable to change their salary and you feel like your contribution is being undervalued, you may want to move on.

If the reasons are performance-related, you should carefully consider their basis. If you understand what management is trying to achieve and feel like you've been given clear and reasonable salary expectations, just try to work harder, add more value and show passion. Even if you don't agree with the evaluation, it might not be a good idea to move on immediately after the probationary period. Sometimes it can take longer for the company to see your true value. Again, if you love the job and enjoy it, you should stay, demonstrate your commitment and skills, and the raise will follow. On the other hand, if you feel like you're being taken advantage of and the company doesn't understand what you're doing, you should consider leaving the company and trying somewhere else.

As you can see, closing the door isn't always the best idea. While you should never work for a company that doesn't appreciate your value or that doesn't pay you the right salary for your work, sometimes patience is a virtue. You don't want to end an employment relationship and find yourself in a situation where you don't receive any offers for a position. Before you close the door behind you, consider the current job market and make sure there are options that are either a better fit for your talent and passion or that will give you the salary you want.

The conclusion

Before you take the step to negotiate a post-probationary raise, you need to focus on two things: understand that you won't get what you want unless you're willing to ask for it, and to lay it out, and you need to know your value to the job and the company before you can quantify it. Assess and evaluate the work environment and your own contribution - be able to demonstrate how, when and why you are useful and valuable to the company.

As you enter negotiations, be open and willing to listen. Don't slam the door just because you disagree with management. Always weigh your options and understand where the other party is coming from. If you don't get what you want, be willing to take the step if it's the right decision.