I usually get this question about 24 hours before the person plans to march into their boss' office and demand more money.
First, let's get our terms straight. Most people write to me about merit -- as opposed to cost-of-living -- increases.
Merit increases are often more substantial than cost-of-living increases and, thus, harder to get. This week's series is focused on merit increases.
Back to our job seeker who wants a drive-through raise. I say: The road to getting a raise is not traveled in a day.
Why? Because, contrary to what some career counselors will tell you, it's not only how you ask for a raise, but what you have to back up your request.
If, for example, you're a bad employee, no amount of smooth talking is likely to convince your supervisor to push for a raise.
Master the Basics
Some employees mistakenly believe that they can ignore job basics: Showing up to work on time, following instructions and being professional to name just a few.
Failing to master the basics is a monumental roadblock to salary increases and, more seriously, career advancement.
There's another interesting thing about the basics of holding down a job: If you master them, no one is likely to notice.
This may not make much sense until you compare job basics to society's basics.
Take stealing, for example. Now, if you don't steal something, chances are the police won't drop by your house and say: "Hey Mabel, we just wanted to thank you for being such a great citizen." But, if you do steal, you're likely to have an extensive encounter with the authorities.
The basics are the given of the employee/employer relationship. They are the fundamental rules without which companies could not survive. Flout them at your own risk.
Prepare Your Supervisor
When it comes to deciding who gets a raise, it's "deserve" that matters -- not "desire."
A raise goes through an approval process all it's own. In many cases, your supervisor has to get the approval of her supervisor before you'll see an extra dime.
Supervisors need more than a string of "really"s to make an effective argument for granting a raise. "I really, really, really need more money," will really, really, really fail in most cases.
Instead, back up your request with hard proof.
Bring along a copy of your performance review if it will help your case. If it's not a great review, be prepared to show how you've shown improvement.
Provide hard copies of positive e-mails you've received from your supervisor, other employees or customers.
Provide a list of major assignments that you've gotten good feedback on.
Use a salary calculator to see how much people who share your job title and location are making at: http://salary.hotjobs.com/
Have some idea about how your role feeds into the bottom line. Do you attract customers, who in turn spend money? Do you support teams that generate revenue for the company? Do you constantly look for ways to save the company money?
Avoid issuing an ultimatum -- unless you're prepared to stand by it. Employees will often say, in so many words, that either they get a raise or they will quit. If you're just bluffing, be prepared for your supervisor to call your bluff. It happens more often than you might think.
Timing Is Money
The ideal time to ask for a raise is during the course of a performance review or promotion. Promotions that include title changes are usually accompanied by merit increases.
Don't approach your supervisor at a bad time. Wait until you and she have time to sit down and have a leisurely conversation. Don't trap your supervisor at the watercooler.
If you schedule a salary discussion with your supervisor ahead of time, chances are she will be keeping an extra close eye on your work to see if you really deserve more money. It's a critical period to prove you're valuable. The job basics we discovered earlier this week may be more closely monitored than usual.
As for new employees, they should generally wait a year before requesting a pay increase.
When Things Go Wrong, Understand Why
A bad performance review does not bar you from getting a raise -- at least in the long term.
But, you'll have to do some work.
A while back, I got an e-mail recently from someone who said he had been demoted, but didn't know why.
Demotions are ugly things, and sometimes -- though they shouldn't -- they come as a shock to the employee. But, your most important responsibility upon the news that you have been demoted or are underperforming is to understand why.
As the wise saying goes, "Those who fail to learn from history are doomed to repeat it."
Avoid being defensive. Instead express your regret and willingness to improve. It might sound something like this: "I'm upset that I haven't been meeting your goals. I want to understand where I have underperformed, so I can focus on improvement in those areas."
Get specific examples from your supervisor. Write these down and constantly work to improve.
Money, as it has been said, does not grow on trees. But it also doesn't grow on magic beanstalks that spout up overnight without being carefully tended and nurtured. Getting a raise is not a short- term process, but it is one that can pay off. The good work you do in order to get a raise can also result in promotions and -- if you do eventually decide to move on -- great references.
