Depending on the dynamics of your organization and relationship with your manager should depend on your approach. In my experience, everytime I asked for a raise it was basically a closed-door discussion.
I would walk into my manager's office, and pretty much let him know that I wanted to talk about my compensation. The first time, my entire team got automatic 6% raises to cover performance plus cost of living.
The second time, I ended up walking out with "promotion without pay." More responsibility and no pay. The next time, I came in and my manager told me that his manager's didn't feel I was performing (which was BS, just the CEO didn't like me because I came in after 9am), and then the time after that he called me in and told me they were giving me a 11% raise.
Some time after, there was a merger and I changed departments and positions. Again, I was underpaid so after I had the job and worked it for a little while, I asked my manager when my compensation would be adjusted. He talked to HR, and then the following fiscal quarter I got a 15% equity raise. Shortly thereafter, I also got a 3% performance raise (my company currently is not giving out COLA).
In previous jobs, I also just outright asked my managers for raises. Usually I had at least a decent enough rapport to be able to talk candidly with my managers.
This also gave me the opportunity to be personable and real with my managers, which then made the request less threatening.
Remember: Managers expect to get paid more as they do more, and they understand when employees do the same.
So my advice would be to prepare all of your information about what you do, and also as others have said, if there are projects where you saved the company money then do your best to quantify that, then lowball the number a little so you have some wiggle room in case they doubt your statement.
Then memorize/ingrain all this information into your brain so that when you have that candid conversation, instead of spouting off a list, you can work it into the conversation.
Managers are people too, so the more you can respect and honor them as such (instead of simply sending a memo of "I want a raise") the more likely you are to have a working relationship that gets you what you want.
Then after the meeting, if you didn't feel that you got the resolution you needed, send him an email / memo basically saying "thank you for talking with me today" and then also reiterate the tasks you do.
I always prefer to handle personnel issues in person and use written followup, rather than the other way around. Email / memos have helped people become more disconnected, but the fact of the matter is you're working with *people* so finding ways to connect with them will take you much further.
You also may consider asking your boss if the two of you can go out to a lunch to discuss some business/work items and talk about it there. Sometimes a more casual environment can be conducive to getting your manager's guard down a little bit.
maggieddd said:
yes, guaranteed lifetime employment, except that I work for peaunuts.
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