Employment: 7 tips for (well) negotiating a salary increase

Who asks for nothing has nothing! If you believe you are entitled to a raise, be prepared to convince your employer.

This content has been added to your favorites

This content has been successfully removed from your favorites

To add this content to your favorites you must be logged in

To add this content to your favorites you must be a subscriber

Do you think you deserve a raise? It's your turn ! Because few companies take the initiative. “A salary at its fair value must be established on a contribution-reward balance. After many years of collaboration, you can feel a discrepancy between his involvement and the amount of his pay,” says Julien Gournay, consultant at Syndex.

Any negotiation begins with precise preparation. It is necessary to ask the right questions. How much to request? When ? What are the relevant arguments that will weigh in my favor in the balance?

Know the level of remuneration in your sector

“For the request to be heard, the employee must establish a relevant quantified estimate, taking into account his position and his value on the labor market, explains David Malgrain, consultant in human resources and social relations. So that the negotiation is based on rational and precise arguments, a work of investigation on the context is essential. This is the way to know the state of health of the sector, the opportunities and the benchmark compensation levels.

“Evaluations are published by recruitment firms, by the specialized press or Apec (Association for the employment of executives), suggests Nicolas Blettner, director of HR activities at Michael Page. These are the best indicators to know the ranges practiced according to the fields of activity, functions and experience, and to position yourself. »

Tips

The level of remuneration derives from numerous parameters (seniority, profession, track record, valuation of the work carried out, place of activity, etc.). To find out if your salary is up to par, look for key referrers.

Investigate wages in the company

Beyond the general context, it is also necessary to situate oneself within one's own company, in order to appreciate its room for manoeuvre. “The employer is not necessarily in a state of mind conducive to a salary increase. It all depends on the financial health of the business. When it goes through a period of crisis, it is of course more delicate”, warns David Malgrain.

“Understanding the internal mechanisms and culture of the company in terms of salary policy is essential. Is it the collective dimension or individual performance that takes precedence? The internal trade union organizations have information. The classification and trade grids of the collective agreement, accessible on the web, list the expected salary levels according to seniority,” continues Julien Gournay.

Tips

The health crisis is not a bulwark against wage increases. Since March 2020, measures offered by the State have helped companies to deal with difficulties in employment and the level of remuneration of employees.

Prepare your arguments

“Talking about money shouldn't be a taboo subject,” says Julien Gournay. Building a solid argument allows you to focus the negotiation on your own added value for the company. “An employee must be aware of his contribution to the smooth running of his company. To do this, it is necessary to review the essentials of the files carried out, tasks and missions carried out successfully, quantified results, gains obtained, etc. Also know how to identify the failures or difficulties encountered and your areas for improvement. “The manager can very well point out negative points, which has the effect of a cold shower if you are not prepared for it”, says Julien Gournay again.

Tips

Develop the arguments that work in your favor; your profile, your skills or your profession are sought; you are given new assignments or responsibilities; you have enabled measurable savings; your salary is lower than what is practiced on the market, etc.

Assess your trading range

Take stock of your financial situation: total gross annual salary including the thirteenth month, history of increases, variable part (bonus, premium, participation, profit-sharing) and any other financial benefit (company car or housing, works council, schedules, telework, etc.) allowing you to define your claims. It is better to think about a consistent minimum and maximum financial proposal than to put forward a precise figure. It indicates flexibility and shows that you are open to negotiation. In addition to the amount of salary, you can mention teleworking, new benefits or a bonus.

Tips

It is rare for the desired salary increase to exceed 15%, according to Nicolas Blettner.

Be constructive in the negotiation

Salary negotiations can be intimidating, even stressful. Staying calm and serene avoids turning it into a confrontation. “An employer will appreciate a structured and reasoned approach that legitimizes the request, notes David Malgrain. You have to be assertive, without virulence or blackmail, while letting your interlocutor give his point of view. Saying “I'll stop working if I don't win my case” is a very bad calculation. Nicolas Blettner confirms: “It is better to try to dispassionate a subject that can quickly become controversial. This is a strategic moment for both parties. Form is almost more important than substance. It is not a question of a balance of power but of a time during which the commitments and constraints of each are evoked.

Tips

Among the mistakes not to make, cry foul or formulate your request in the form of an ultimatum; being overconfident or attacking as a conqueror; explain that you need money; have too high demands.

“Rely on concrete elements”

The expert opinion of Julien Gournay, consultant at Syndex, an expert firm serving employee representatives.

To show the effects of its involvement, we take into account the economic impact for the company: new market, productivity, less poor workmanship, etc. What benefited the team: collective project, implementation of effective tools. What has been successful on a personal level: acquisition of new skills, interaction with others, etc. You have to be concise and rely on indisputable elements on which you know you can agree.

Identify the right moment and speak to the right interlocutor

“Above all, no request by email or telephone or discussion between two doors! “says Nicolas Blettner. A direct contact is essential to broach the subject calmly. The exchange can be organized during the evaluation interview. “Nevertheless, you have to be careful, says David Malgrain. Employers prefer not to link the question of remuneration to this meeting so as not to make it systematic and miss out on other aspects of the collaboration. Depending on the size of the company, the ad hoc contact can be the boss, the N+1, a person from the local human resources (HR) department or the HR director. At the end of each meeting, formulate the advances made by the employer.

Tips

“In general, your N+1 is your best ally to support your request, observes David Malgrain. Sometimes, he can even carry the request directly. »

Manage the outcome of the negotiation

The answer is rarely immediate because it requires reflection. “We must expect the possibility of an inferior counter-proposal, or even a refusal, warns Julien Gournay. The manager knows that his decision is not devoid of effects on the employee's motivation. Feeling that the level of remuneration is not up to expectations can parasitize collaboration. But, except to demonstrate a situation of discrimination – only a judge can ratify it – nothing can be done about it. The negotiation is not over yet. To overcome your frustration if your request does not fit the budget, set a date for an upcoming deadline or negotiate other elements: benefits, training, work arrangements, etc. “Once the negotiation is complete, the employee must know how to thank, advises Nicolas Blettner. The form remains an important aspect for the company which identifies the significant gestures for a forward negotiation. »

Tips

The principle of loyalty commits the employer to negotiation, with the intention of reaching an agreement, according to Syndex. To do this, he must provide the necessary information, provide traceable reasoned responses and determine a schedule.

“Be factual”

The expert opinion of Nicolas BLETTNER, director of HR activities at Michael Page.

Salary negotiation is a moment that crystallizes tensions and creates frustration on both sides. To get out of the emotional field, dispassionate the subject and rely on objective data, it is necessary to evoke the situation in a factual way. It's easier to talk about what we do than money. An argument is built on the basis of lists of achievements and objectives, but also areas of progress.