Why you do not need a raise just yet
A raise is associated with an increase in take home package which is often tied to increased productivity and excellent work output. When one has done excellently well with good recommendation and high rating from the Annual Performance Evaluation, the tendency to request for a raise is often anticipated. A good workman is worthy of a raise in salary over time, but when the quality of job is unsatisfactory, it becomes extremely difficult to implement a raise. In the private sector for instance, employers have a cordial relationship with their workers and it is very easy for them to find out workers who are working below expectation. They also know those who are performing beyond the company’s expectation. There could be a few factors that are affecting a worker from getting a raise. These factors are taken from two perspectives:
- From the employers perspective
- From the employees perspective
When an employee’s performance is not up to the optimum level expected by a company, it would be difficult for his employer to give him or her raise. This type of evaluation is commonly deployed in the private sector, due to constant supervision of workers performance. Gross underperformance will hamper the chances of ever getting a raise, and may even result to a pay cut or sack. Performance is directly proportional to the percentage of raise expected. Some cannot justify the salary they receive monthly, not to talk about asking for a raise.
A punctual worker would easily attract favor from his employer which may translate to a pay rise at the end of the year, depending on company policy. Some company does implement a raise in the middle of the year, while others do theirs at the beginning of the year. When a worker is always fond of coming late to work, the opposite may occur. In such situation, the worker does not deserve a raise. Any serious minded workers know the importance management attaches to punctuality. There is this saying: “Punctuality is the soul of business”.
Scale of production
A raise in salary may be delayed due to the quantity of production being experienced by the company. In that case, the worker is aware of the situation since he or she is involved in the production chain. A drop in production may not be an ideal situation for demanding for a raise. A roofing sheet manufacturing company based in Delta state recently folded up after their scale of production was scaled down drastically. The company staff were just concerned about retaining their jobs and not about asking for a pay rise.
For firms that are rendering services to the public, it is important to maintain a favorable profit margin. When the profit margin for the year is declared, and the figures are not encouraging, it may impact negatively on the welfare package for workers. The workers being aware that the company isn’t doing well may not be able to request for a raise. The source of expenditure like purchase of raw material, Maintenance, pay raise etc, comes from the profit declare at the end of every calendar year. Low profit margin will translate to adjustment in company expenditure for the coming year.
Newly established company
A new firm does not make enough profit to support the raise in workers monthly salary. It usually takes more than two years for a company to break even and start making substantial amount of profit. The workers are usually aware about the huge cost involved in setting up the company and would show considerable patience to wait till they can balance their books and start making enough profit to justify a raise. A new company usually goes through the teething phase, and it makes no sense making serious demand especially with regards to a raise at such a crucial face of development. When you are patient enough to allow the company grow from such a difficult phase and it starts making profit, it is natural for workers to be compensated, especially foundation staffs.
There are cases where an individual can decide when he or she is earning just enough to take care of his/her basic need. When an individual has a good management skill and is able to sustain himself with the current salary he or she is earning, the urge or tendency to request for a raise is not high. If you are been paid N300, 000 for example and each month you are unable to take care of yourself and family of two, while a colleague who earns N250, 000 can do same even though he has a family of four, then you don’t really need a raise. What you need to learn is good management skill. This does not imply you should decline a raise if given the opportunity.
Company experiences losses
Does your company or firm have a court case? Is the company operating at serious loss with no apparent chance of getting back on their feet? If the answer to the above questions is yes, then it is unreasonable to ask for a raise. When a firm loses a case in court and they are expected to pay damages or compensation to the complainant, it puts a serious financial strain on the company finances. At such crucial moments, paying monthly salary of workers becomes extremely difficult and asking for a raise becomes difficult.
In all cases, one must be absolutely sure about the health, environment and profitability of the company before asking for a raise. On the other hand, ensure you have fulfilled your own side of the bargain to be entitled for a raise. When all these conditions have been met, then you can confidently ask for one and in most case, you will be given if all things are okay. Let your worth, input and value to the company speak for you, rather than you trying to hand-twist the company into giving you a raise you actually don’t deserve.