Vous vous sentez sous-estimé au travail. Comment pouvez-vous convaincre votre patron de vous accorder une augmentation ?

Highlight your contributions, emphasizing increased productivity, successful projects, or added responsibilities. Provide evidence of your value to the team and the company's bottom line. Demonstrate your dedication, skills, and commitment to achieving company goals. Be prepared to discuss market rates for your position and the value you bring compared to industry standards. Emphasize your commitment to continuous improvement and your willingness to take on additional responsibilities. Provide concrete examples of your impact on projects or initiatives. Highlight any professional development or certifications that enhance your value to the organization.

Assess yourself first. Are you in a good place mentally and emotionally? Is the relationship with yourself good? Are you keeping promises that you make to yourself? Are you taking care of yourself? When you look in the mirror, who do you see? Before you ask your boss for a raise, ask yourself if you are contributing to those around you? Are you able to put ego aside and see yourself serving others? If you are making those around you better, perhaps you are ready for a raise. If you’re not, focus on making yourself a better version….you might not have to ask for a raise at all. God might just grant you one through your boss… He knows every move you make.

Review your salary history since joining the firm and also take an honest look at what you have accomplished during the same period. Breakdown your accomplishments into those that are team contributions, individual contributions, and link them to actual performance results: was there measurable improvement in financials, customer satisfaction, productivity, etc. Is there any correlation between these and salary increases? Review comparable salary for your role, both in the company and industry. Collect any and all feedback that you have received, both positive and otherwise, and try to look at all the data from your superior's point of view as well and use that point of view when you speak to them.

Simply tell them. So many people are feeling a certain way or have certain desires, but they never actually have the conversation. It all starts with being authentic and having the courage to have the conversation.

To answer this question is to understand what has transpired that led to the feeling of 'undervalue'. Often a bad experience, negative feedback, highly stressful project with unrealistic deadlines and an emotionally charged project team may contribute to the feeling of being both overwhelmed and undervalued. Once this root cause is identified, it may be less about being valued but more about learning how to work with diverse teams in a given context / pressure environment, etc.

Para solicitar um aumento, inicie com um feedback one-on-one com seu gestor para entender sua performance. Prepare-se emocionalmente, pois o gestor pode apontar áreas de melhoria. Se sentir confiança, discuta a questão financeira; caso contrário, opte por um Plano de Desenvolvimento Individual (PDI) para ajustar sua rota.

Suppose you have collected all the evidence that proves that you are working hard and achieving the company's goals in line with its vision, mission and laws, the best is to communicate with the official through official channels with practical evidence attached, then follow that by finding the right time to talk amicably with the official to clarify your official demands and elaborate on your capabilities to him.

Once you get the relevant information, now you must choose the right time to approach your boss. Assess the environment in terms of company results, the climate among the team and the mood of your boss. Important aspect is which season company is. For example, budget times are usually very bad ones for approaching bosses for raise requests. Eventually the best is close to the performance assess time. If you have good deliveries you will be in good position for the request. Otherwise you may think twice whether is good to proceed as such.

El mejor momento para solicitar una entrevista sobre un incremento salarial es después de haber demostrado un logro significativo o contribuido al éxito del equipo o empresa, preferiblemente al finalizar un proyecto exitoso. También es estratégico hacerlo durante los periodos de revisión de desempeño o antes del inicio del nuevo ciclo fiscal, cuando se planifican los presupuestos. Evita periodos de alta presión o estrés en la empresa. Prepararte con antelación y elegir un momento donde tu jefe esté más receptivo puede aumentar tus posibilidades de éxito.

Timing means having your salary as part of a priority to ensure you are retained and you perform better the following year. It has to be an essential decision as opposed to a decision that is merely to fulfill an exercise.

Highlight any professional growth and development you've undergone since your last salary review, such as completing training programs, earning certifications, or acquiring new skills. Emphasize how these achievements have enhanced your value to the organization.

Focus on the value you add to the company. Why it is great that you are on board. Be sure to get the validation of your view. Be open to hear any feedback. It will always be helpful. If a decision gets postponed, make sure you agree on a specific date for a follow-up.

In case you have settled the meeting, be prepared and showcase your request putting all relevant data and information you got. Explain clearly your situation and put the comparison in a way to avoid disclose names of peers. You may put into perspective for the area and guide your boss to process a research as you need and he, with the support of the HR, will end up with the same conclusion, at least very close to yours. Use the system in your favor and you may succeed.

Demuestra tu valor con resultados tangibles, resalta tu propuesta única de valora, justifica con datos de mercado y proyecta tu futuro compromiso para construir un pitch

Make sure that your contributions to specific goals and goalposts are recognized by people who are in charge of rewarding employees. There are several ways of achieving this. one is to have a one on one conversation with the supervisor. Second is to interact other people as you work on a project, so that they said that they so that they know you are making you’re making contribution in specific areas.

Sometimes it just doesn't happen - and it's fine as long as feedback is tangible and that's something you can work with towards the next negotiations. In any way, emotional response never helps.

Follow up after the conversation to express appreciation for their time and reiterate your commitment to your role. If the answer is no, ask for feedback on areas where you can improve to increase your chances in the future.

After presenting your case, it's crucial to handle your boss's response gracefully. If they agree, express gratitude and request written confirmation along with a timeline for implementation. In case of a refusal, remain professional, inquire about reasons, and seek constructive feedback for future improvement. If met with uncertainty, seek clarity on a timeline and criteria for reconsideration, maintaining optimism and readiness to follow up accordingly.

One thing that might be helpful, becasue most of the time you have to wait for the decision. 1. Express gratitude and appreciate your boss time to discuss this matter 2. Ask when is the time to follow up regarding the decision and show that this will lead you to even better contribution and motivation 3. Maintain your motivation and prepare yourself if the answer is no. Don't overreact negatively and ask for areas of improvement.

If you don’t ask for a raise you will never get one, beside the raise everyone gets based on new Tarifs or top management decision. When you ask you need to be prepared to handle a „No“. Most employees accept this with a shrug. Such a reaction will not increase your chances next time, so be prepared to ask „What do you expect from me to get a raise?“ and to handle the reply. If you can’t handle it you need to leave or accept that you will not get the raise.

además siempre hay que estar preparado para: registrar logros, mejorar habilidades, fortalecer relaciones, entender el contexto empresarial, definir metas claras, prepararse para negociar y buscar feedback continuo para justificar tu aumento. Mucha resiliencia y entrenarse en esta tarea también requiere experiencia.

Remember to keep a positive attitude and be prepared for any outcome. If a raise isn't possible, explore other forms of recognition or consider your long-term career goals. Always advocate for your worth, but also know when it's time to move on if you're consistently undervalued.

It's better to move on once you see that you have made your pitch, worked on with the timing and still not received any positive response then it's better to start weighing your options and move to an organization where you are valued more. It's better to work in a toxic free environment rather than one with it.

After requesting a raise, it's crucial to follow up and maintain momentum, regardless of the outcome. Send a gracious thank-you note to your boss, reaffirming your appreciation and dedication to the company's goals. Keep a record of your progress and accomplishments, and provide regular updates to your boss. If you received the raise, ensure you deliver on your commitments and strive to surpass expectations, solidifying your value to the organization. In the event of a denial, avoid allowing it to impact your performance or morale. Instead, assess your options and determine whether to stay or explore other opportunities that align with your career goals and aspirations. Each experience is a stepping stone towards professional growth.

Try to detach the negotiations from your work-product so it doesn't affect your performance during the negotiations. Regardless of the outcome, keep the performance level from before negotiations. Getting the raise should not make you work less hard.

In my personal case here in Europe, when you are not working for a global company most of your superiors will underestimate your expertise and value because, you are coming from Latin America, not taking into consideration your achievements on difficult markets as LATAM and betting on your failure before you start.

I advise you to delay raise salary during first quarter of the financial year, usually beginning of the year organization are just taking off to budget cycle, when you see first quarter financial results become positive, thats a good start to ask for raise

The company may be going through distress during the year in which you ask for promotion or increase in salary, my advice is to continue working as hard as possible while making it clear that you take into account the interests of the company despite your need for promotion or increase in salary, this matter will be welcomed and highly praised by the official, these people are often very fortunate in the company when its situation improves.

I believe that you need to take a close look at the company's goals, performance and reputation in order to assess the added value you bring to the table. The clearer you can present your role to the company, the more likely you are to succeed in your salary request