Successful Blog

How NOT to ask for a raise

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by Patty Azzarello

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When I was in my early 20’s I learned an important lesson.

I was working in a start-up company and had gone 3 years without a raise.

The wrong way…

I went to the CEO and asked for a raise.
He said, Why?

Among other things, I said that I had been working for 3 years without a raise, and that I had taken on more and more responsibility over that time, and that I always delivered and often exceeded expectations. I told him it was becoming un-motivating to feel I was working so hard and not moving forward in pay, and peers in other companies were making more money than I was…

He said, I don’t’ care. It’s not my problem. I only care about what the cost is to replace you, and I could replace you for your salary or less – so no raise.

Your job is a contract with your company

You don’t get a raise for good attendance, or because you feel like you deserve one.

You earn a raise by increasing the value of your contribution.

And if you want to get that raise, you need to re-negotiate your contract on terms that are relevant and valuable to your company, not based on what you want or need. And you have to ask.

1. YOU Drive the process

If you are uncomfortable having this conversation with your boss either get comfortable with it, do it anyway, or don’t be disappointed if you get overlooked.

Know that you are at a disadvantage by not having this conversation.

It is vitally important that you and your boss share a common view of your performance and your expectations for promotion and compensation, even if your boss does not drive this discussion.

Of the 20-something years I worked in a corporation for a boss, I did my own performance review 17 times, just to make sure that there were never any disconnects.

2. Understand how you and your role are perceived

It is important to know if you are perceived as a high, average or low performer. Don’t ever guess about this. There should never be any surprises about this. Find out.

Even in an economy where there are not a lot of raises going around, you still need to be communicating with your boss about your performance and what it is worth, so when there is money, you have done all the groundwork.

Also make sure you know how much your ROLE is valued by the company. For example you don’t want to be the superstar performer leading the support team for an obsolete product. You may be great, but need to move into a higher valued role to get a raise.

Once you confirm that you are a high performer then go on to build your case for what you want. If you are not perceived as a high performer – fix that first. Understand what it takes, and focus on adding value, before you start asking for things.

3. Discuss your raise as part of a business outcome

The basic premise here is:
If I do this, what is it worth to the company?

Here are some things you can say:

  • Last year, this is what I accomplished and this is my current compensation.
  • I would like to raise the bar for the upcoming year, and deliver more value to the company.
  • And If I were to add these additional business outcomes, exceed these goals, etc, would that be worth more to the company? How much more?
  • What business outcome would I need to accomplish that would be worth this level of pay, or this promotion?
  • Can we agree that if I deliver this, you will give me that?

4. Follow up on the specfics…

  • 9 months ago, we agreed on performance objectives which if accomplished would
    result in increased compensation.
  • I believe I have delivered on all of these and then some, and I also took on this additional project which has benefited the company by increasing our margin on this product line.
  • Do you agree? Can I get your feedback on my accomplishments? … (Assuming it’s very positive then…..)
  • Will you be increasing my compensation for next year, per our agreement?

If the answer is, No, for some reason outside performance, you need to get a next agreement.

As long as you keep focused on business outcomes, you are on the high ground.

  • If your hands are tied right now, I would like to understand the timeline of what is possible, and if it’s not a raise, is there [stock, bonus, promotion, etc.] that could be possible?
  • I’m very motivated, but I think you can understand that at some point this level of performance will be hard to keep delivering if it is not recognized by the company, what do you advise?
  • You have my commitment to keep delivering for you, but I can you help me understand what I can expect over time in terms of the company being able to hold up our prior agreement about my performance and compensation?

And my personal favorite…

  • If you were in my position, how long would YOU keep performing at this level with my current compensation?

What has worked for you?

If you have examples of how you or your people have asked you for raisies, and what works and backfires — please share in the comment box below!

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Patty Azzarello works with executives where leadership and business challenges meet. She has held leadership roles in General Management, Marketing, Software Product Development and Sales, and has been successful in running large and small businesses. She writes at Patty Azzarello’s Business Leadership Blog. You’ll find her on Twitter as @PattyAzzarello

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How To Adjust Your Blog According To Your Visitors

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By Terez Howard

I don’t do this as much as I should, but I think there comes a time when every blogger needs to take a trip to Google Analytics.

If you don’t have it installed on your blog, get Google Analytics now. This helpful tool lets you know how many visitors are checking out your blog, where they come from, how long they stay on a certain page and much more. But what do you do with that information?

Personally, I take a look at Google Analytics once per week. The two main points I examine are the number of visitors and where they come from. I know I can and probably should be doing much more with my Google Analytics account. First, in my defense, I plan to. Secondly, every blogger has to start somewhere. We can’t know it all at once. So, you beginner bloggers, this is for you.

How many visitors?

That’s probably a top concern for countless bloggers. We want to see the numbers climb from day to day. If you’re blog is like mine, it looks more like a polygraph chart.

A couple weeks ago, I noticed a trend. Wednesdays and Thursdays got the highest number of visitors. So what?

I thought to myself, What can I do with that information? I decided to put interviews and informational posts on those two days because I think those two varieties of posts would benefit my audience the most.

If you notice one day seeming to have a higher number of visitors than others, then maybe you should revamp your blogging schedule to suit your audience’s needs. Prior to inspecting my analytics, Tuesdays and Wednesdays were what I thought would be hot days. Adjustments were needed, and it wasn’t a strain at all to switch things up.

You came from where?

When I first started my blog, I thought that I would get all my visitors from my business website. The reason I started a blog was to show potential clients my writing style. So it seemed logical that they would be clicking through from my business website. Boy was I wrong!

The majority of my traffic is direct. That means a person types in my URL directly. People that come from my business website ranks seventh. Before that, I see referrals from a couple other blogs (ahem, this one), Feedburner and my e-mail.

This tells me to get involved with more blogs. Promote more information from other bloggers because I just might get more traffic to my own blog. Of course, my sole aim in expressing an interest with other bloggers is not just to benefit myself. Primarily, I want to help others.

Did you hear that? Put others ahead of yourself.

Give it time

If you have a new blog, don’t pay much attention to Google Analytics for a while. It usually takes a couple months until you start seeing any type of routine. Even then, your visitors might seem erratic.

Also, don’t let Google Analytics rule your blog. The numbers might tell you one thing when your gut is telling you another. Trust your instincts and watch how it works. Take risks. If your ideas fall flat, brush yourself off and try something new. Failure is another step to success.

How do you readjust your blog to your suit your visitors?

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Terez Howard operates TheWriteBloggers, a professional blogging service which builds clients’ authority status and net visibility. She has written informative pieces for newspapers, online magazines and blogs, both big and small. She regularly blogs at Freelance Writing Mamas. You’ll find her on Twitter @thewriteblogger.

Thanks, Terez!

–ME “Liz” Strauss
Work with Liz on your business!!

Jack Welch on Candor and Liz Strauss on High-Trust Culture

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Lack of Candor Is a Killer

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Right at the top of the interview with Jack Welch (former Chairman and Chief Executive of GE) at the World Business forum, he spoke about leadership in many ways. The most interesting to me was his conversation about his famous policy of “Rank and Yank.”

When Jack first took over GE in 1981, America was facing high unemployment and high inflation. GE had 178 people in strategic positions and 3 business showing losses for 20 years. Welch became known as “Neutron Jack” because of the tens of thousands of positions he cut. But that single campaign left the company and the remaining employees with a streamlined organization prepared for future growth.

Hard choices and candor were his management tools. Welch is passionate and straightforward about candor in business. “I would call lack of candor the biggest little dirty secret in business, ” Welch says in his book, Winning. It “basically blockes smart ideas, fast action, and good people contributing all the stuff they’ve got. It’s a killer.” Jack’s deifnition of the difference between candor and abrasiveness is the corporate level from which the words are said. From higher up it’s candor, from lower levels it’s called abrasiveness.

I agree with Jack, nothing can break down trust (and build fear) more than lack of candor — inconsistent truth. People get fired when no one has said a word to them about their performance being less than it might be to be “great.” Then they wonder why no one told them the truth.

At GE, Jack held his managers to a policy of Rank and Yank — that every manager had to rank his or her employees and fire the bottom 10% once a year. When speaking on that at the WBF, Jack Welch seemed to have moved from firing those who might improve to retraining them. In this one minute interview, Jack explains who to keep and retrain and who to let go.

Here’s another one-minute interview with Jack on integrity, learning, and mentorship.

At the World Business Forum, Jack was clear and cogent on what makes a winning team. “You get the right players in the right positions and you will win.” Jack spoke of mentors and leaders and managing from the top, at one point delivering my favorite quote of the two-event.

“Fear as a management tool is dead.”

Jack and I are so aligned in that single statement.

How to Build a High Trust Culture

Fear cannot exist in the same space as trust. Here are a few of my best practices on how to wipe fear out of your organization. Ironically, in this grassroots social business world, developing a high trust culture a process that builds its roots from the to.

  • Leaders build a values system that resonates with everyone who helps the business thrive. This happens when leaders let go titles to be human, get their hands dirty, and invest their hearts as well as their heads outside of themselves — the higher cause of the business.
  • Incorporated core human values into your value proposition. Repeat both the same sentence every time you speak — to every audience.
  • Talk, walk, and live the truth online and offline, inside and outside the company. Trust is the hard truth spoken gently. Leaders are charged with defining the reality under which we serve the cause. Make it easy to see, hear, and understand what is valued and what is not.
  • Invite ideas and diverse thinking. Explore those ideas and thoughts that are different from our own.
  • Celebrate and reward people who live the values as well as the performance goals of the company.
  • Invite people outside the business who exemplify the same values and performance ideals to participate, engage in, learn from, and add to the culture and community you’re building.

Watching Jack it’s easy to see that the world is his natural habitat. He lives his values and feels no need to apologize for what he believes. He knows his losses, learns from them, and makes them part of his repertoire of strengths. It’s a irresistible combination of humanity and leadership.

And that sort of candor is easy to trust.

How will you contribute to building a culture of candor and trust in any business or any size?

You’ll find Jack as @Jack_Welch on Twitter — He does his own tweeting.
Read more about the World Business Forum 2010 at WBFNY.com and WBFNY-bloggershub

Be irresistible.

–ME “Liz” Strauss
Work with Liz on your business!!

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Five Ways to Manage the Present and Create the Future at the Same Time

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Do You Over Focus on the Present?

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I had the privilege of listening in and live tweeting for two days as world-class thinkers spoke to an international audience about business and the state of the world at Radio City Music Hall in New York City. It’s been my experience that when leaderships gathers to share current thoughts, though they might prepare and speak individually, if you listen carefully to their words and the big ideas an overriding theme evolves.

One overriding theme this year at the World Business Forum was the character of leadership is the foundation of great business, innovation. Vijay Govindarajan — a leading expert on strategy and innovation — spoke to three strategies for creating the future.

  1. Manage the Present
  2. Selectively Abandon the Past
  3. Create the Future

Vijay says stratefy has nothing to do with competing for the present, but everything to do competing for the future. However, we cannot compete for the future if we are not taking care of the present. The thinking process it takes to excel at managing the present is fundamentally different from that of managing the past and future to grow.

This three minute video gives a great summary of Vijay Govindarajan’s points.

Vijay speaks to the enterprise, but any small business owner, entrepreneur, consultant or freelancer knows that living in the present and building the future is the only way to survive.

Here are five of my ideas for managing the present while creating the future.

  1. Reserve time to claim what you’ve learned. Take a hour a day, a day a week, or 3 days a month to do the work of keeping your business in line.
  2. Study your losses to find the lessons. Keep the lesson and leave the losses behind.
  3. Assume that every new idea holds an opportunity in the form of a problem.
  4. Keep the realistic present in focus and keep asking people What a future version of this might look like? <-- Note: that's a different question than What is the next ____?
  5. Surround yourself with people who will tell you when your ideas are brilliant and when they are brilliantly stupid.

In an ever-changing venue with an increasing influx of information, the winning objective is not to know what we know, but be able to respond and react to changes with solid experience and a learner’s mind.

How do you manage the present and create your future at the same time?

Read more about the World Business Forum 2010 at WBFNY.com and WBFNY-bloggershub

Be irresistible.

–ME “Liz” Strauss
Work with Liz on your business!!

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Beach Notes: Stuck

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This huge log washed up on the rocks in a big storm a couple of years ago on the southern end of the beach at Rainbow Bay. It has been fascinating to see it weather and change color and texture over that time. Obviously there have not been big enough seas since then to wash it back out to sea.

It would be wonderful know it’s story from when it got dislodged somewhere up the river. We think it has probably come down the nearby Tweed River, into the bay, out into the sea before the force of the sea rolled it onto the rocks.

Suzie Cheel & Des Walsh

Do You Know the Five Cornerstones of an Outstanding Business Blog?

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A Guest Post by David Hobart

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Blogging is a useful way to convey a discussion piece or news feeds on a specific subject. If you have a blog or are thinking about setting up a one, it’s a good idea to be aware of what makes a blog stand out and last and what makes an “also ran.” If you’re blogging for business it’s important to keep these in mind.

  • Time. Setting up and maintaining a blog, as with any web content, takes time and effort. One of the most common mistakes that bloggers make is to underestimate the amount of time it will take to set up a blog and add to it regularly. There will be a delay in attracting interest when first getting a blog off the ground, so a potential blogger not only has to make the initial commitment but must maintain the blog even when that interest is minimal. If you are seriously thinking about setting up a blog it is worth planning your blogging time around your daily routine. Aim to blog smaller items at regular intervals rather than write time consuming articles.
  • Content. People blog for many different reasons, but by far the most successful bloggers have powerful opinions that really show through in their writing. Avoid choosing a subject you are not passionate about. Your passion and interest in your chosen subject will make it easier for you to blog without it being a chore. It will also help stop you giving up in the early stages. Remember that your blog is a forum for you to tell the world how you feel, so pick a subject you feel strongly about.
  • Purpose. Once you have chosen your subject, be clear about what you want to convey. Do you want to be informative? Is there a particular demographic you want to target? How could your blog be useful to the reader? Bear these questions in mind when you blog. It will help with clarity of content. Do not make search engine optimization your priority. This may conflict with your writing and readers will pick up on this. The reader should always come first. Address your points quickly as this will help attract the immediate interest of the reader.
  • Personality. Your blog should be an extension of your personality. It should not be cold and lifeless. Another common mistake is writing your web content in the style of an article or lecture. The reader should be able to read your blog and imagine you talking to them. It should be engaging, warm and friendly. This can be difficult to master, but imagine you are in a coffee shop chatting to a friend about your chosen subject, and write accordingly.
  • Individuality. Some of the most annoying blogs are ones where the blogger is following the herd. Lack of originality is a no-no. A potential follower will switch off if they read opinions they have already heard a million times before. They may also assume that you copied your blog from someone else. Don’t be afraid of blogging about what you think and feel. Your views are just as valid as everyone else’s and this is your opportunity to write about them. Also, make sure the opinions you blog about belong to you and no one else.

These five cornerstones hold up an outstanding business blog. Have you incorporated all five into what you’re doing with yours?

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David Hobart is Managing Director at Pure Content.
You’ll find him on Twitter as @DaveHobart

Thanks, David!

–ME “Liz” Strauss

Buy the ebook. Learn the art of successful business blogging.

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