Should employees take the initiative to ask their leaders for a raise?

I've found that many business owners don't like employees to take the initiative to negotiate a raise with them. If a job seeker asks for a salary that exceeds their psychological expectations, they will even be very unhappy and feel that this person is insatiable.

But I would see it very differently, and I could even say that to some extent I would be happy to see employees ask me for a raise.

The reason is very simple: I think a person's demand for his salary reflects his inner confidence in his ability and dedication, as well as the degree of desire to improve.

When an employee takes the initiative to ask you for a raise, it is basically because he feels that the money he gets no longer matches his ability and dedication. At this time, if you meet his reasonable requirements, it is equivalent to passing on a positive incentive: the company is willing to pay for everyone's ability and effort.

And in the future, he will also have greater motivation to learn and improve, and redouble his efforts.

Over time, the company will be able to create a healthy atmosphere, and everyone will understand that their efforts and intentions will not be in vain, and the channel for upward movement will always exist. Then, there will be more and more people who are willing to work hard.

I even believe that one of the most important tasks of the head of the enterprise is to understand the progress of each colleague's ability and the degree of dedication, and take the initiative to give a salary increase to the outstanding person. Waiting for the other party to mention it means that you have been derelict in your work. We believe that good people deserve to be paid in line with their abilities, so tell us what you really expect.

It's the best, don't worry too much.

Even when the company has a meeting, I will often mention: if you feel that your current treatment and ability and dedication do not match, please be sure to communicate with me, I will definitely carefully consider your needs. Otherwise, you'll be unhappy and you'll change jobs, which is the biggest loss for me.

That's what I say, that's what I think, that's what I do. So far, the results have been very good, and I think the turnover rate of my enterprise has been very low among similar Internet companies, and I think it is inseparable from this.

According to the relevant laws of China, employees can take the initiative to request a salary increase from the employer, but it is up to the employer to decide whether the employer will approve the salary increase.

Labor Law of the People's Republic of China

Article 3 Workers shall enjoy the right to equal employment and choice of occupation, the right to receive remuneration for labor, the right to rest and vacation, the right to labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights provided for by law.

Workers shall complete labor tasks, improve professional skills, implement labor safety and health regulations, and abide by labor discipline and professional ethics.

Article 46 The distribution of wages shall follow the principle of distribution according to work, and equal pay for equal work shall be implemented.

The level of wages has been gradually raised on the basis of economic development. The state implements macroeconomic regulation and control over the total amount of wages.

Article 47 An employer shall, on the basis of the characteristics of its production and operation and its economic benefits, independently determine the wage distribution method and wage level of its unit in accordance with law.

Conservative Chinese people will think that things like promotions and salary increases should not be brought up by employees to their bosses, because the topic of promotion is still relatively sensitive for leaders. Promotion means a certain degree of salary increase, which is directly related to the interests of the boss, which must be considered first; Secondly, the position change is also more troublesome for a company that has not expected to prepare in advance, if the company does not plan to increase the position, your promotion means that someone has to downgrade the position, this kind of thing happens in the company is easy to cause conflicts between colleagues; There is also whether your work ability really meets the criteria for promotion, if so, why didn't the boss take the initiative to promote you, if not, you let the boss give you a promotion, is it a little weak? Promotion is a kind of ability affirmation of the boss to his subordinates, spiritual encouragement and work reward, the initiative is on the boss, if you take the initiative to mention the promotion to the leader, it is easy to affect your image in the eyes of the boss, often counterproductive.

However, with the progress of the times, people are open-minded, young people, especially those who enter the workplace, will not take much into account the traditional view of face, and will break through the stereotypes to mention some things about their own interests and treatment to the boss.

Should! Unless you don't have much desire for a raise! Your boss is in charge of more than one employee, so it's hard to take care of all your employees when it comes to raises, especially if you've met the conditions for a raise.

You don't take the initiative, and the boss doesn't know that you have the conditions for a raise, just waiting to be raised, when do you have to wait? Some opportunities are fleeting, and if you don't take the initiative, you will achieve others. Before taking the initiative, please confirm:

1. First of all, the conditions should be sufficient.

The premise of the initiative is that the conditions must be sufficient, so do you know what the conditions for a salary increase are? You can't ask your boss to give you a raise with your empty mouth and white teeth and incorruptible tongue, you must know that the boss has walked more bridges than you have walked. You don't have some sufficient conditions to ask him for a raise, and you are 100% humiliating.

No matter how good you say, you can't make the result seem real to him, so accumulating conditions for yourself is an indispensable condition when you take the initiative to ask your boss for a raise.

2. Secondly, the way should be appropriate.

Success requires the right time, the right place and the right people. If you want to get a successful salary increase, you must also consider these three factors. In fact, the way you take the initiative to raise your salary with your boss should be appropriate, to see if your conditions are met, and to see if the boss has the idea of raising employees' salaries.

If the method is not suitable, no matter how fully you do it, you are asking for your own hardship. Especially when you feel that the conditions are ripe, you must not ignore the analysis of the boss, analyze his time, his thoughts, his behavior, etc. Since you have taken the initiative, you should be thoughtful.

3. Finally, think about the way out.

No matter how thoughtful you are, there are times when the results are unexpected. So prepare for the worst, which is to be rejected by the boss. Then you must think about your way out, you can't be rejected by the boss, just choose to leave or work against the boss at work.

If you don't succeed, it means that you still don't have what you want to do, and don't feel that what you want to do is foolproof. If you don't want to be hit with extreme behavior, you have to think about the way out in advance and prepare for the next initiative.

There is nothing wrong with taking the initiative to ask your boss for a raise, and the less you take the initiative, the fewer opportunities you will have. There are only a handful of current bosses who can take the initiative to give employees a salary increase. So he doesn't take the initiative, you as an employee have to take the initiative.

If it doesn't work once, it will be twice, and if it doesn't work twice, it will be many times, and there will always be a time to succeed. It's not an overnight move, on the contrary, the more you think about success, the more likely you are to fail.

I don't think so, many people in the workplace have a kind of thinking, that is, as long as they work hard, the leader will naturally keep it in mind, and when they are promoted and raised, they will definitely think about themselves.

When it comes to asking them to take the initiative to promote and raise their salaries with the leader, I feel very embarrassed, worried that the leader will think that he is too hypocritical and has a bad impression of himself. In fact, this kind of thinking is not only conservative, but also very detrimental to the long-term development of the career. If you have graduated more than 5 years ago and are over 30 years old, if you have not received substantial promotions and salary increases, you should reflect on yourself.

I didn't think about active negotiation at all, and I always waited passively in hope, which is no different from "relying on the sky to eat". And if you're not expecting the results you want, there's really nothing to complain about. 01 A good time to talk about a promotion and salary increaseEnterprises generally have an annual salary increase, usually in the first quarter, so if you have the idea of taking the initiative to talk about a promotion and salary increase, the end of the previous year is a better time to negotiate, such as now.

When a leader proposes a salary increase, he or she needs to consider and weigh the various possibilities of staying and leaving, which should be decided according to his own situation.

Here are some factors to consider:

1.Judge whether the salary increase is real and feasible: The leader's promise of a salary increase does not mean that you will definitely be given a salary that you will be afraid of, and there may be a town that is prepared just to keep you from taking a rough job. If you're going to stay, you need to make sure that the promise of a raise is real and not just to maintain a working relationship.

2.Consider your career plans: Leaving your job may open the door to better opportunities. To stay, you need to consider the company's future development and whether it is consistent with your career plan.

3.Analyze the reason for leaving: If the reason for leaving is because the company environment is bad or the work is not going well, then staying may not solve the problem. A raise may also not be enough to satisfy you.

4.Consider your company's culture and values: Your company's culture and values are one of the most important factors in long-term turnover and retention. Staying requires making sure you are aligned with the company's values and culture.

In short, before deciding to stay or leave, you need to think deeply about your career plan, analyze the company's environment, consider whether the salary increase is real and feasible, analyze whether you and the company's values and culture are consistent, etc., and make a decision based on the specific situation.

I think most of the time I will agree, but it will not be implemented exactly according to the number of employees who do not pay a large salary. Employees can take the initiative to propose, so that the leader can value his own opinions, and at the same time fight for his own welfare.

Under normal circumstances, the leader will look at the employee's results, if the results are very good, there should be a raise, if the performance is not very good, the results are not very good, under normal circumstances, it will be refused, I personally think that if the employee feels that he is working very hard, for the company to bring a certain amount of benefits to the endurance, it is should take the initiative to raise a few acres and raise.

Under normal circumstances, leaders will refuse; Personally, I don't think employees should take the initiative to raise their salaries, because it will be very embarrassing, and it will also cause the leaders to be dissatisfied with your pretending to be lucky.

This question depends on the specific situation.

The first thing to consider is the magnitude and specific terms of the raise. If the magnitude of the raise meets your expectations, and the terms proposed by the leader meet your requirements, then consider accepting the leader's promise and staying.

However, if the magnitude of the raise is less than ideal, or the terms of the leader's commitment do not match your expectations, then you may need to reconsider whether to stay in your current position. At this point, you can negotiate further with your boss or try to get the bulking to consider other job opportunities.

You'll also need to consider how satisfied you are with your job and whether your career development aligns with your current role. If you are not satisfied with the job, or your career development has been derailed from the job, you may want to consider leaving your current job and looking for a better career opportunity, even if your boss promises a raise.

Therefore, you need to carefully evaluate the salary increase plan and specific terms proposed by the leader, and consider your personal career plan and development direction before making a decision.

For the company, it is said that each employee is the same cost, and if the value created by the employee cannot be higher than their own cost, they will definitely be fired by the company. Most employees work in a company and will ask their boss to give them a promotion and a salary increase when they leave, and for some capable employees, the boss is indeed very happy to keep them. But there are some employees, they are lazy in the company, they don't have a clear position, and they are also very red when they see others getting promoted and raised.

First of all, the boss needs to see the value that the employee creates for the company, for example, if he becomes a sales champion, then the boss will definitely be very eager to keep him. When the value we create for the company is much higher than our own cost, then the boss will definitely be very happy to give us a promotion and a raise. All in all, when a person is able to create value higher than himself, then the company will keep him.

In fact, in the company, it is not only about hard work, but also about the cognition of the job. If we have been trying, but we have not found a way to make ourselves better, then this effort is also futile and not needed for the company.

First of all, as a boss, we need to know that in the company, there are some people who sow discord, even if they are very powerful, but with their existence, the company will never be peaceful. And their main approach is to hope that they can step on other people who are as good as themselves, or better than themselves, or let them leave the company through some methods, so that they can get the only chance to be promoted.

When an employee deals with bad interpersonal relationships, even if we give him a raise, he is not able to manage his employees well, so it is recommended that leaders, when giving employees promotions and salary increases, they should also see whether the employee can handle the relationship with colleagues. If you just give employees a salary increase, they think it's okay, but if it's a promotion and a salary increase, then they may not be up to the task.