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I am Chartered accountant with 3 years post qualification experience in assurance global audit from big 4 working for canada. I am getting a CTC of 13.80LPA fixed and variable 1.48 LPA. Is this enough or should I ask for a hike..EY Deloitte KPMG PwC . I am not seeing any notification on the coming hike..
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There’s a few things I like to see or hear in this conversation when folks want to talk raises. You don’t need them all. The right support points depend on the situation. But here’s what I look for typically.
1.) Their development. How have they worked to improve themselves?
2.) Their commitment. Are they a hand raiser, follow through-er, contributor?
3.) Advocates. Do they have folks from other departments or teams they work with that would agree they deserve a raise?
4.) The market: Fair market value for the role while not the most important, is helpful especially if you’re really underpaid for the market.
Be professional.
Be confident. If you think you really deserve this, have that confidence.
Be prepared. That’s where the stuff above comes in. Show that you’ve done the work.
Last point: Consider being proactive. Don’t wait until you’re frustrated because you don’t think you make enough. Have this conversation before that point. Keep in mind the above, but position it as “I’m working toward a raise at the end of the summer. What do I need to demonstrate to make that happen?”
My two cents.
Pro
this is such an awesome reply.
Show results, your impact (including client and internal team support), ideas you’ve generated, how you work cross functionally as a good teammate, things like that. Any data or evidence you can bring to it will give you a business case of why it has been earned, not just asking because you work a bunch
Thank you! Very helpful!
Get the data about your level and the rest of the industry (PR Week salary report, Glassdoor etc) and bring that information to show how you need to stack up
☝🏻This.. The only other thing I would say is advocate for yourself and ask for why you want and believe you deserve. My experience is if you don’t ask in a transparent way you won’t get get what you truly want. You still might not but they will know what you believe your worth is and probably give you more than if you hadn’t laid it out. Good Luck!
Pro
biggest thing: consider what’s in it for them to invest in you. most people say “i’ve been here this long” or “i think i should be paid more for the work I’m doing or whatever” but don’t think about the fact they’re possibly able to be replaced. your current pay means you’re fulfilling your job as is. why more money?
why would they NOT want to replace you? do you have a specialty? have you delivered for a specific account in any special way? do you feel you’ve gone above and beyond?
Don’t wait until the end of the summer. The job market is hot right now. The leverage you have is that good people have the most options to leave.
Hey
Go in prepared for them to say no. Accept that as reality because there’s a good chance they will. Sometimes you gotta jump in advertising. Hopefully you don’t have to but job hopping has proven a great strategy for me
As a manager (of many), here is what I’ve seen to be most effective: Don’t ask for a raise. Instead, have a conversation with your boss about the criteria. For instance, “At the end of the summer, I’ll have been here a year and a half. I’ve been working hard and had some success (x, y and z). What else would I need to demonstrate in order to get a raise?” Once they tell you, the path will be clear. Assuming you can check those boxes, there will be very little room for wiggle.
And don’t sound entitled or whiny. Approach it as if you are both solving a mutual problem.
If you’re told no, be ready to ask what you need to do to get a yes.