- At what point should one consider requesting a salary increase, and how can they make sure their appeal is effective? These are questions frequently pondered by workers.
- HR professional James Ogweno Odhiambo said salary requests should be well timed and backed with strong evidence of employee contributions to the company
- Ogweno pointed out various common mistakes that often result in disqualification and offered a systematic approach for presenting a request with a strong likelihood of approval.
Roberto Muyela is a business journalist working for .co.ke, boasting more than nine years of expertise in digital media. He provides profound analyses of both Kenya’s and international economic patterns.
Asking for a raise can be an intimidating experience for numerous employees. Given the sharp rise in inflation, increasing costs of daily needs, and often extra duties at the workplace, it’s natural for staff members to feel compelled to seek a wage adjustment.
Each year, countless workers submit petitions for salary increases, yet success isn’t guaranteed for all. In Kenya, the government modifies the lowest wages as part of their Labor Day festivities; however, these changes affect only those at the lower end of the income spectrum.
This situation puts employees in various salary brackets at the whim of their employers' constrained finances, giving an advantage in securing raises to those who possess stronger negotiation abilities.
.co.ke reached out to James Ogweno Odhiambo, a Senior Associate Human Resources specialist at PKF Consulting (K) Limited, who provided perspectives on what staff members should keep in mind when requesting a salary increase.
There are multiple elements to consider from submitting the request at the appropriate time to demonstrating the value you've brought to the organization. Odhiambo pointed out typical errors workers frequently commit, resulting in their petitions getting rejected.
Main elements employers take into account during salary assessments
In determining whether to grant or reject a salary adjustment, employers consider various aspects. These include an employee's job performance, industry standards for compensation, the organization's economic condition, the individual's input into their role, as well as how long they have been with the company.
Employee performance
This typically tops the list. Key methods to strengthen a salary increase request include showing leadership qualities, surpassing goals regularly, and contributing quantifiable value. Moreover, organizations evaluate market trends and their own financial health to make sure compensation matches industry norms.
Ogweno mentioned that "The Employment Act of 2007 stresses equitable treatment; however, choices about wage assessments frequently rely on internal schedules."
What is an appropriate time to ask about salaries?
The timing is crucial for the effectiveness of salary reviews. As stated by Odhiambo, employees ought to ask for increases either at the time of their annual performance evaluations or following a notable quarter of good company performance.
"Timing plays a vital role when requesting a salary review, as it can greatly affect the result. A firm that has announced robust financial gains is more inclined to accept salary adjustments, since it possesses the means to compensate its staff," Odhiambo pointed out.
He stressed that workers should refrain from asking for raises during times of economic instability or when companies are implementing cost-saving strategies.
When preparing a presentation for a review, employees can bolster their argument by highlighting how their efforts correlate with the organization's achievements, such as increased revenues or the triumphant release of new products.
Organizing a Salary Review Request
Effectively organizing a salary discussion can have a substantial impact. According to Odhiambro, it's beneficial to begin the talk by highlighting your achievements and connecting your professional development to the company’s goals.
He stressed that quantifiable data, like higher sales figures or completed projects, ought to be highlighted.
He stated that employees should suggest a thoroughly researched compensation amount, supported by sector-specific information, while taking into account the organization's economic status.
"Aligning with Kenya’s Employment Act of 2007, which emphasizes equity and openness, this organized methodology showcases professional standards and respects both individual and organizational objectives," he continued.
Steering clear of typical errors in requesting salary reviews
Odhiambo pointed out typical mistakes employees make when requesting a salary increase. He cautioned that not being prepared, picking an inappropriate moment, or concentrating exclusively on individual monetary requirements instead of achievements could undermine the likelihood of a favorable outcome during the evaluation.
Rather than focusing elsewhere, he emphasized that requests ought to emphasize one's contributions to the company’s achievements. Showing flexibility and being amenable to negotiations can enhance the chances of achieving favorable results.
"It’s a error to adhere strictly to the suggested number. Staff members ought to engage in discussions with an open mind and adaptability, since this promotes a more favorable and cooperative result," he noted.
