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Can you give more details? Do you mean jr. associate looking to renegotiate a salary?
If that is what you mean here is what I've done. I got the range from internal HR postings. I started with the mid range as that is usually the best you can do with a renogtiaton. If the mid range is greater than 15% of salary- I still ask for mid range but expect somewhere around 10-15% for an off cycle salary adjustment. Hope that helps.
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Threw you an sb for the 10-15% range, as that helps.
Thanks for SB. After giving more details and hearing you've only been in the job for 90 days- my advice changes a little. I've also been in a similar position and I think the only thing you can do is get a competing offer and ask them to match. Don't look like you were out looking- make it look like it feel in your lap and you realize you've been underpaid. I'm curious why after 90 days you feel that you should renegotiate. That's unusual. To be successful either you have to be paid much below market or the job duties are larger than what you were originally hired for.
am... deleted
Because there's a lot of personal/company/industry specific things we aren't privy to, here's the generic rules I go by. Hope there's something of value here:
It all depends who you're having the conversation with. Good luck man!
Dude, you are king!
Haha, hardly. I've just been on receiving end of getting out-classed by a skilled negotiator. You only make these mistakes once, trust me. There are all kinds of ways the negotiator will erode your position / disregard your request. Having someone casually erode your position is like watching a train coming at you but being unable to move. It fucking sucks (and comes at a huge cost of missed income). Be nice/cordial but be strong and prepared. The person across from you is literally hired for their talent to save the company money in these types of conversations.
If this is your first negotiation, you will likely talk too much and paint yourself into a corner/weaken your own position. Too much rambling. It's very common. Remember to stay on point. Here's a loose outline of how the conversation usually goes down if you're unfamiliar:
Hi X, appreciate you taking the time to meet with me today. (Insert small talk).
Well X, as you know, I'm here to request having my salary adjusted. I was hired back on X date for X rate to do X tasks. -Potential erosion 1: Oh, you've only been here for three months, wow. -Potential retort 1: Yeah, it's incredible how much you can accomplish in such a short period of time, which is what I'd like to highlight today so we can adjust my salary levels to compensate for my contributions.
I've delivered far above and beyond what my compensation level entails, as well as taken on additional roles/duties such as X. -Potential erosion 2: We really appreciate your contributions iBanked, but we would expect people to step up and do what is needed. We all do what's needed from time to time to help out, that's just the standard. -Potential retort 2: You have hired me for X task, I've done X and Y task that has had Z impact. I would like to see my compensation level reflect the additional contributions I've made.
Notice they will address the weakest part of your argument and disregard the rest? They aren't going to just hand you over cash if they can push you over with a simple "no". Pull it back to your strong suit, the quantifiable details. This is what the negotiator is going to bring to their approval person. Make your data present a strong argument. And if you can't, it better sound like you're killing it.
As I said earlier, for A, B and C reasons, I'm requesting my salary adjusted to X, which is market rate, to compensate for all the additional things I've already delivered and discussed with you today. Potential erosion 3: Well iBanked, you know it's just not in the budget right now and we can't really compare this company to a regular company. Potential retort: Well X, I would look at it more as an investment in your company. You could maybe hire another person at my compensation level, maybe. But they probably won't produce at the level I am. Would you rather hire an average person for $XX,XXX who produces average results or someone who is very motivated and wanting to excel at $XX,XXX?
Finish off with: I'm really excited to work on future projects and really excel in producing deliverables for the company like X, X and X. I know you'll have to speak with others about this, when should I expect to hear back from you?
Remember, this isn't about what you want. This is about what you deliver to the company. Make the conversation around how much you deliver. Good luck!
PWM Had a great post so I won't bother to add much to it
The only thing I'll add is, the moment you bring up salary, I'd make sure to have a backup plan that involves you leaving the company. If you flag you're unhappy with salary, even if you deserve a raise and you get one, its a notice to management that you are unhappy with the role and that money is a determining factor where you want to work. This will especially be true if you bring up salary with your first few months on the job.
When it comes down to it, there are almost always opportunities for decent employees to make a little more money somewhere else. So retention can't be solely based on $$. If they give you a raise now, what's to stop you from asking for another one in a year from now. Or in a year from now, finding out that the place a few buildings over would pay you 10% more a year so you ask for another raise.
If you're three months in, I'd probably just ride it out until the end of the year and ask then. If you really feel like you're getting underpaid while overdelivering(will be unlikely as an entry level employee) bring it up sooner, but be prepared for the fact that it could significantly shorten your stint at your current firm. With that being said, if you're that unhappy with the salary and the job in the first place, you should probably be looking elsewhere anyways.
Thanks for the response. But it has nothing to do with being unhappy. I think like what PWM said, it's just about asking for what I think the responsibilities are worth and my ability to deliver. Would you reaffirm your position based on 'happiness'?
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