Ask the Business Coach Joyce K. Reynolds is an expert Business Coach who works with CEOs, Sr. Execs, entrepreneurs and countless others providing knowledge, solutions, motivation and support that assist her clientele in successfully meeting workplace challenges. Find out more about Joyce's coaching practice. Asking for a Raise Question: As the marketing manager, I feel I'm a very valuable employee at my company. However, this year I only received at 4% raise. My boss said it was the best they could do and that most employees are only getting 3%. Is there a way I can counter this? Caryn Answer: In a good year, most organizations are willing to give raises between 3% and 10%. If your company determined that it could only award 3% raises this year yet gave you a 4% increase, they have already recognized you as an above average employee. However, if you still wish to request a greater hike, you'll have to take positive action to prove to your boss that you are an even more exceptional performer. Understand that beating the raise averages takes more than merely doing the job you were hired to do. Getting an above average increase requires considerable justification and support. During a meeting on that topic, you will want to be able to express to your supervisor that you not only know exactly what is expected of you but that you have exceeded those expectations. You'll want to demonstrate that you have developed new skills. It will help to focus on your contributions to the areas that matter most to the company such as increasing profits, saving time, money or improving customer satisfaction. Be ready to talk about specific problems you've solved and new responsibilities you've assumed. Mention any ideas that you have put into place for improving future performance. If you decide to proceed with an appeal, determine exactly what your position is worth according to your company's personnel policy. Before you go back to your supervisor, investigate, read, and understand the company pay policies as they apply to your position. In order to prepare your case, it will help to answer some tough questions. Ideally, this would have been done before your review giving you the ammunition you needed to lobby - on the spot - for a higher raise. But, let's take it from where you are. Can you demonstrate that your job duties and responsibilities are increasing? Can you show that you regularly request new assignments, meet increasing challenges and help those around you to do a better job? Are you enterprising and do you regularly show initiative? Are you a great leader or team player, willing to do what it takes to get the job done? Does your performance far outweigh that of your predecessor? If your answers are all in the affirmative, you'll be able to present a strong case for your request. However, you may still have to face the fact that it's difficult to reverse such a situation. Ultimately, if you can't get your management to move to a higher increase for this year - assuming that your really enjoy your job - graciously accept the situation but go on to determine how you can be sure that will be not be the case in the next review cycle. Ask your supervisor to clarify the maximum amount of the increase you can earn in the next review and what that maximum figure would be based on. Find out if there are promotional increases that you can earn in the meanwhile. Get totally clear on what actions you need to take to be considered for the tops in-grade increase and what it takes to move up. These kinds of questions alone will show your focus on doing a good job and your determination to prove yourself. Both will earn you a closer look next year and, more than likely, earn you that greater increase. Also see: • Ask Joyce your workplace questions • More questions • One-on-one business coaching Disclaimer: The information in this column is intended to provide the reader with general ideas or concepts to be used as part of a broader base of knowledge they collect to determine their own best course of action and solutions most suitable for solving their workplace challenges. The information in this column is not guaranteed to be the appropriate solution for each individual.