I'm a second year consultant at a smaller consulting shop that has recently been subjected to a large amount of turnover. My group started the year off with 8 people, and we were looking to hire another. In the past couple we lost two people, leaving us a very very lean six Man Group To make matters worse, we have been having trouble recruiting as there just aren't a lot of candidates out there that match the profile we are looking for. Our engagements haven't been materially affected yet, but if another person leaves, we will be understaffed.
Given our staffing issues, I'm wondering if now is the time to negotiate a raise for myself? The way I see it is that I am now more valuable than ever to the firm, and I would like to actualize that value. I'm currently on a long term project that wraps up in two months, and my plan was to have a sit down with my manager to talk about compensation / my goals within the firm. My thought process is that my boss will agree to the raise because he will fear that I will leave if he refuses. I just got a raise during my annual review at the end of 2012, so I know it is a risky move to try to get another raise 7 months later. As such, any feedback on this move would be greatly appreciated
I would think about it a little different - if your team is hemorrhaging people, you're probably getting opportunities to take on more responsibility, so I would be thinking promotion. You can only really use the poor employee retention card if you have another offer that you want your employer to match (or top); otherwise, you don't have any leverage besides pointing out something that is likely quite touchy. On the other hand, if you can leverage your smaller team to get a meaningfully increased role that leads to a higher title, you get money and your employer doesn't think you're greedy/a dick/etc.
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