- Most companies have specific times of year
when they discuss performance and compensation,
but you don't need to wait until then
to start talking about it.
And frankly, you shouldn't.
In this video, I will show you how to elegantly discuss
performance as a regular occurrence in your role,
how to get your manager bought in into giving you a raise,
and then when it's time for the official change to happen,
how to seal the deal.
First, let's talk about what to say
in your regular, one-on-one meetings with your manager.
In your meetings with your manager, express two things.
One, explain what your goals and intentions are.
This could be something like my goal is to lead
my own workshop in the company.
My goal is to be the top salesperson.
My goal is to be the top performer
and get a raise and promotion.
Whatever it is, say it.
You might think wanting a raise is obvious,
and of course I want that.
No, you have to seed it in your manager's mind
so that they make it one of their goals too.
Number two, ask them to work with you to build goals
and a development plan of expectations
to put you on the path to achieve that goal.
The magic of this is now they are invested
in your growth as well, and they understand your intentions.
A question you can ask is,
what is the path to earning a promotion?
Isn't this fantastic?
You aren't asking for a promotion.
You're asking for the path to earn a promotion.
This aligns incentives for both of you
and makes it clear that your expectations
are that performance equals compensation.
Once you have shared your goals and have come up with
some ideas together of how to achieve those goals,
get that development plan down in writing
and send it in an email back to the manager
so that it is date stamped for both of you.
Revisit the goals in your meetings with them
throughout the year, consistently get that feedback,
and then when it comes time for review,
this conversation suddenly becomes a lot easier
because much of the conversation has already happened.
Now sometimes it won't be so clear.
Your manager may not know
how you can get to the next level.
That's normal.
And what's most important here is making sure
you are setting goals for yourself in general
and keeping your manager explicitly in the know
of how you are achieving those goals
and continue having conversations about your growth.
Finally, let's talk about what happens
in the performance review.
In the meeting,
restate the goals and conversations from the past,
and don't be shy about sharing your accomplishments.
Say, you said I would need to do X, Y, Z for the raise.
I did X, Y, Z, and additionally I did A, B, C.
And then a great thing is to talk about the future.
So address the past, and then name ways
you see yourself adding more value in the future,
targets you plan on hitting, projects you want to take on,
areas you see your yourself growing and becoming better.
So be sure to be consistently discussing
your aspirations and contributions.
Do not wait until performance review season
because compensation reviews are often in swing
before that period of time.
And you don't want it to be a big conversation
you prepare for but instead a conversation
that happens naturally throughout the year.