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Find out how much other people at your company in similar leadership roles are paying. Then bring it up as a discussion with your manager.
1) I feel like my performance has been strong over the past year and my team has grown significantly. I’d like to understand where my compensation ranks for folks in similar roles.
2) I see - In discussions with folks with similar roles, they seem to be making X, I’m at Y, can you help me understand why there might be gap? I am a strong performer overall and want to understand how I can improve my compensation package to reflect my performance.
Some general tips:
1) This only works if you’re a strong performer relative to your peers. If you’re not, even if you’re underpaid, they will not fight for you.
2) Companies are pretty set in their comp bands. If everyone else at your level is making $95K and you’re making $97K, it’ll be really unlikely they’ll give you the comp they want.
3) Time discussions so that they happen around your year end process. It’s pretty unlikely you’ll get an off cycle match.
These worked for me, so hoping they work for you!
Thank you, this seems like a wise approach and I value this suggestion.
Pro
I would prob raise the ESPP before the 401K. It’s free money. As far as a raise ? Tough time to ask for one but you can make a case to your leadership and try to show market data.
6% Match
The one thing I would say (female here). As you make your case you don’t “feel like” — state facts without adding emotion. “I’ve done x, y, z that resulted in abc— for this reason and given the market a raise of x% would be equitable”. You’re really going to have to read the room with this conversation given the current economic environment.
Rising Star
Do you want investment advice or career advice?
Both
Thank you. I appreciate this advice