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That depends on how much one is risking by putting their boss on the spot for an out-of-band/ultimatum raise. People can get very vindictive in response to bein

That depends on how much one is risking by putting their boss on the spot for an out-of-band/ultimatum raise. People can get very vindictive in response to being forced by aggressive moves like that. If they're paying you so low that you must have a thick raise, it is probably better to go elsewhere.

HeyLaughingBoy 9y ago
It doesn't have to be aggressive, at all. "Hey, Tom. ZipCo offered me a great position with a AB% raise. I really like the new role, but I'd prefer to stay here if we can make it work. What can we do to bridge the gap? Oh, by the way, they'd like an answer by Friday, but I'm sure I can put them off for another week." That makes it clear that you have an offer, but would stay if the current company can match or exceed it without being too "in your face" about it. It's just business, most managers are not going to take it personally.
- crispyambulance 9y ago
  That might go over OK in small shops where the manager is the owner or very close to the top. In reality, in a company of hundreds of people, that just isn't going to go smooth. Firstly because raises are performed in lock-step with annual performance reviews. Asking for a raise outside of the annual performance review time window really puts stress on the boss and casts the employee into a prima-donna. Much better to have a frank discussion about salary if it is a problem and maintain an authentic dialog with the boss about career progression. If that isn't possible then jump ship, because it's only a matter of time before you're obsolete. The best way to keep oneself in "top-condition" as far as salary is to regularly interview and talk with potential employers and keep the professional network maintained. This way you know what you're worth and you can consider other opportunities on a regular basis in a way that is under your control. Pulling a stunt where you force an employer to give you an "emergency" raise on your timetable might work once and for a short time at the expense of permanently damaging trust.
  - avh02 9y ago
    So I'm going to respond to one thing that stuck out to me, this is my anecdotal response to: > because raises are performed in lock-step with annual performance reviews. Asking for a raise outside of the annual performance review time window really puts stress on the boss so I used to think this was how things were done at my last job (mid-size ~150-200 employee company), this was the impression they liked to put out, but the reality was they would go out of their way to retain/raise people if they deserved it or were going to lose the employee (some people took advantage of this situation). Personally, I'm not a fan of these (as you put it) "prima-donna" games unless I really think something is deserved/owed[1], luckily for everybody I was happy with my annual boosts so never did try them. [1] I was once promoted outside of the annual cycle without asking edit: shuffle things around
  - deleted 9y ago
    [deleted]

HeyLaughingBoy 9y ago

It doesn't have to be aggressive, at all. "Hey, Tom. ZipCo offered me a great position with a AB% raise. I really like the new role, but I'd prefer to stay here if we can make it work. What can we do to bridge the gap? Oh, by the way, they'd like an answer by Friday, but I'm sure I can put them off for another week." That makes it clear that you have an offer, but would stay if the current company can match or exceed it without being too "in your face" about it. It's just business, most managers are not going to take it personally.

crispyambulance 9y ago
That might go over OK in small shops where the manager is the owner or very close to the top. In reality, in a company of hundreds of people, that just isn't going to go smooth. Firstly because raises are performed in lock-step with annual performance reviews. Asking for a raise outside of the annual performance review time window really puts stress on the boss and casts the employee into a prima-donna. Much better to have a frank discussion about salary if it is a problem and maintain an authentic dialog with the boss about career progression. If that isn't possible then jump ship, because it's only a matter of time before you're obsolete. The best way to keep oneself in "top-condition" as far as salary is to regularly interview and talk with potential employers and keep the professional network maintained. This way you know what you're worth and you can consider other opportunities on a regular basis in a way that is under your control. Pulling a stunt where you force an employer to give you an "emergency" raise on your timetable might work once and for a short time at the expense of permanently damaging trust.
- avh02 9y ago
  So I'm going to respond to one thing that stuck out to me, this is my anecdotal response to: > because raises are performed in lock-step with annual performance reviews. Asking for a raise outside of the annual performance review time window really puts stress on the boss so I used to think this was how things were done at my last job (mid-size ~150-200 employee company), this was the impression they liked to put out, but the reality was they would go out of their way to retain/raise people if they deserved it or were going to lose the employee (some people took advantage of this situation). Personally, I'm not a fan of these (as you put it) "prima-donna" games unless I really think something is deserved/owed[1], luckily for everybody I was happy with my annual boosts so never did try them. [1] I was once promoted outside of the annual cycle without asking edit: shuffle things around
- deleted 9y ago
  [deleted]