How do old employees talk about wages

Question 1: What do the old employees say about asking the boss for a raise? Step 1: inquire about your market situation.

If you want to ask for a raise, you must first prove the fact that your salary is indeed lower than others. If you want to quietly explore the salary situation between peers, you can try the following methods:

Visit and consult relevant institutions such as employment agencies or human resources websites to find out the basic salary range of various industries and whether there are job opportunities for face-to-face bargaining.

After browsing the job advertisements from all walks of life, you can further solicit the opinions of predecessors in related fields. At this time, remember to introduce yourself first, show your qualifications and responsibilities in this industry, and it is best to tell the current situation truly and clearly, so that the other party can understand it in depth, which will help you get the best advice on how to raise your salary.

After browsing the internet, job advertisements and getting guidance from seniors, you might as well send your resume, salary and job you are interested in, and try to see if there are any opportunities for further interviews. After all, the evaluation made by the employer according to the specific situation is the most practical and useful return.

Step 2: Grade your work performance.

Wage income doesn't really mean anything, but at most it just means the importance of your current position in the unit. Therefore, your job performance is definitely related to the level of salary. If your grades are excellent, your work is challenging, professional and unique, and your immediate supervisor regards you as the apple of his eye, all kinds of facts prove that you are a rare excellent employee, and naturally, your salary will be obviously and satisfactorily improved.

Step 3: What is the added value of the work?

In addition to a good salary, relative benefits, that is, the added value of work, should also be guaranteed. Maybe you think that the salary offered by the company at present is not enough to match your worth. You have other plans. You are eager to jump into a high-paying working environment, but remember to think twice. If you only have a high salary and lack due benefits, such as the company is unwilling to pay extra production subsidies or holiday subsidies, I advise you to give up this idea.

Step 4: improvise and be kind to yourself.

If you realize that the current salary is not worth waiting for, you might as well seek another development. If you want to get a raise by working ability, showing your professional ability is the only way to get what you want. Xin Hui, a 24-year-old public relations Commissioner, told her personal experience. Judging from the overall environment, my average monthly income last year was actually unsatisfactory. But I think I'm definitely worth the money and deserve a higher salary, so I listed the plans and implementation results I handled last year to prove my work performance to the company. Xinhui listed the profit earned for the company and the stability analysis of customers' willingness to continue cooperation. She used hard facts to get a raise from the company 10%. She said happily: Unexpectedly, the company gave me a full 15% salary increase!

I suggest that the only way to get a raise from the boss is to practice yourself in advance. Anyone, even your dog, can be the object of practice. Be prepared before the negotiation, at least you won't panic when you walk into the boss's office, and you can express your intention in no hurry.

First of all, you can come straight to the point and tell the reason why you want a raise. Try to list the facts of your work performance, state them politely, and don't be impulsive. You can refer to the following ways: in the talent market, the average salary of the same position as me is 3500 yuan. In the past six months, I have worked hard to complete the tasks assigned by the company. I hope the company can re-evaluate my current salary of 3000 yuan. In the negotiation process, you must let yourself master the chip of improvisation and accept the boss's psychological preparation for your flexible adjustment on the spot.

Of course, there is no such thing as a free lunch. If the boss doesn't agree with your request for a raise, don't turn away dejected and anxious. Why not ask the boss on the spot how to meet the salary increase request? If the boss truthfully lists the parts you need to improve, remember to keep them in mind and improve them immediately as a bargaining chip in the next negotiation. Otherwise, if the boss is just joking casually, maybe you can use the assassin's mace of leaving your job to test it. Of course, leaving your job is just a temptation, unless you have left a way out. Otherwise, once all the mistakes have been evaluated, maybe the boss will approve your request from the wrong side. At that time, I lost my wife and my soldiers. ...& gt& gt

Question 2: Why are the salaries of new employees in many companies much higher than those of old employees? In this case, HR often has the difficulty of HR, and the old employees have the grievances of the old employees: in the face of the constant urging of important people by the employing department, qualified interviewers will naturally try their best to include him and make appropriate compromises within the scope of salary flexibility. Old employees started with lower salary when they first joined the company, and experienced a more systematic salary system within the company, gradually increasing their income. Naturally, it is not as fast and easy as the "rocket speed" of new employees. In the contribution to the enterprise, the old employees often have the idea of "no credit but hard work", and their understanding of the company's business and integration with the corporate culture are far above those of the new employees. Old employees are inevitably unbalanced. There are natural reasons for the high salary of new employees. Generally speaking, there are the following: 1. New employees have job skills and experience that old employees don't have, which is more prominent in some technical and management talents. For example, an enterprise is making auto parts, and is currently cooperating with some OEMs to introduce some technical and management talents who have been dealing with OEMs for many years. It is very necessary for the company to develop its business, improve its technology and management level, and train a large number of professionals through introduction. 2. Newcomers have a way of thinking and reform charm that old employees don't have. Old employees are not very sensitive to the problems faced by the company because they have stayed in the company for a long time, and they have no courage to change. New employees are different. From the perspective of professionals and outsiders, he will be sensitive to the problems of enterprises and can make drastic reforms. If an enterprise is faced with the problem of overstaffing and poor communication, by introducing some external personnel, mobilizing or replacing inappropriate personnel and solidifying some doubts that have plagued the company for many years, it is to promote the company reform with the help of new employees. Newcomers are scarce talents in the market. It is natural for such people to pay high prices, because things are scarce. 4. The use value of old employees is shrinking. When the old employees first entered the company, they really made the company shine. However, when the value of old employees is constantly squeezed by the company and they can't improve themselves, then the value used by the company is not much, and they can only maintain the status quo at most, especially those older employees. A new employee is different, his value has just been reflected, and the enterprise is buying his future value. The enterprise takes it for granted that the old employees are relatively stable, have been in the company for a long time, are familiar with the people and things of the company, and have deep feelings for the company. The cost of conversion to other companies is high, and the way of "small water flows forever" is adopted. 6. Because the overall salary level of the enterprise is low, in order to attract new personnel to enter the company, the salary given must naturally be competitive, otherwise it will not attract people. Many companies adopt fine-tuning or no-adjustment salary policies after high salaries come in. Suggestion: 1. The company should establish a salary system based on ability and performance, and the high salary of new employees should be reasonable, otherwise the old employees will be unconvinced and their ability and performance will be more obvious and intuitive. 2. Welfare can be appropriately tilted towards old employees. For example, seniority allowance, housing allowance or mortgage, increasing qualifications and skills salary, such as how much allowance to technicians, seniority is an important reference factor for evaluating technicians. Establish a "tutorial system" to motivate old employees from the spiritual level. Training opportunities can also be tilted towards old employees. 3. At the level of ordinary employees, try to avoid the excessive wage gap between new and old employees, because there are the most people at this level and the ideas are relatively simple. Once something goes wrong, it is difficult to solve it. Professional and technical personnel and management personnel can adopt the method of keeping wages confidential. 4. When the salary is adjusted every year, it is appropriate to tilt to the old employees, so as to narrow the wage gap between the new and old employees.

Question 3: The salary of old employees is lower than that of new employees. What should I do? The salary of new employees is given according to the current salary level. The salary is low and no one can be recruited. So I can only follow the market. The salary of old employees is given according to the salary level when you joined the company. It stands to reason that you should increase your salary by a certain percentage every year according to your ability improvement, job change, social average wage level change, price change and other factors. But that's just a right. Some business owners will not raise their wages easily unless they have to, so I don't need to say more about the reasons. Faced with this situation, people's performances are different. Some people take the initiative to talk to their boss, who is probably persuasive, complaining, crying, talking about the future, drawing blueprints and dreaming. Anyway, I'm telling you, the good days are ahead, just bear it. Some people will consider job-hopping, because your previous salary was lower than the average, and the salary after job-hopping is closer to the current level. At this time, most bosses will raise their wages to keep you, because finding someone to take over your work is more expensive and there is uncertainty. After all, the old employees are comfortable and familiar. And those who decide to jump ship are generally disheartened with the boss, and it is difficult to keep the boss. Of course, the above discussion is based on a certain foundation: your ability is indeed higher than your current salary level in the job market. Your boss is really just a miser with a sense of small farmers. If your boss is really capable and loves you, it is another matter just because the enterprise was in a difficult time. Salary is not the only measure of your gain. There are two ways for enterprises to measure employee value: professional level and performance 1. Professional level represents your comprehensive ability in this position, except the ability shown in your previous work. Some basic skills are also within the scope that must be examined. Many companies often use the ranking system to score your comprehensive ability through years of work, technical assessment and even reorganization of expert interviews, and get your ranking according to the score. Usually this level will be linked to your basic salary. Another function of ranking is that it is actually your valuation in the talent market of the whole industry. The company gives you this ranking, which is usually considered as the same level in the talent market. The human resources of the company will seriously consider the competitiveness of other companies compared with the same level of treatment. If the basic salary of new employees is higher than yours, it means that the enterprise underestimates your professional level, which is the value of the talent market. 2. Performance is your actual contribution to the enterprise over a period of time. Professional level is like an exam. In some systems, employees with high professional level may not make great contributions to enterprises, so people may use them when rating, and they usually do it carelessly. Even full of enthusiasm for the work that can exercise their professional level, they can cope with inappropriate work. Performance is born to cope with the lack of professional standards. Usually, the first thing to achieve is the result of the comprehensive evaluation of your workload by the leader, the improvement of the existing system by KPI indicators, and even the sense of responsibility. Usually reflected in your quarterly assessment results and bonuses. If the new employee's performance is better than yours, you should really think about whether others are really more capable and responsible than you. From the perspective of career growth, the improvement of professional level and performance is very important for an employee. Temporary performance without professional promotion may not be able to cope with business difficulties; Having a professional level without contributing to the performance is equivalent to raising an expert for the enterprise, or changing jobs forever and not becoming a core member of the team. Therefore, as an old employee, once the salary imbalance is found, we should immediately check the above two points. If it's okay. At this time, it may be a loophole in enterprise human resource management. This situation is not uncommon: even in large internet companies, some people only talk to you about a salary increase when you plan to leave your job, and your boss doesn't even know your rank. At this time, there is no other way but to have the cheek to take the initiative.

Question 4: How to balance the salaries of new and old employees? This situation is especially common in some enterprises with short development history. This kind of enterprise has little talent accumulation and weak foundation, and is often stretched in employing people, which is prone to acute diseases. I hope people can come right away and call when they come. But in fact, most people have to adapt to the new environment before entering a new company. The adaptation period is as short as three to five days, and the elderly can be as long as several months. In the process of adaptation, if the boss and the human resources manager can't handle the balance between the old and new employees, not only will it be difficult for new talents to play their role, but they will be at a loss and cause another loss. Moreover, the enthusiasm of old employees will also be hit, and they will be very passive and even leave their jobs. It has become a prominent topic in enterprise human resource management. Do a good job in the balance between new and old employees, one is the balance of the positioning of new and old employees, the other is the balance of the salary of new and old employees, and the third is the balance of employment of new and old employees. Anyone who ignores these three balances will make the workforce full of contradictions, and it will be difficult for new and old employees to cooperate with each other. What's more, it will cause a large number of employees to drain and hurt enterprises. The author analyzes how to deal with these balance problems from years of management practice experience. First, respect the old and love the new, and prevent the imbalance of positioning. In enterprises, new employees are often unfamiliar with the company's environment and resource map, and it is difficult to play a role quickly. It is still the old employees who play the main role in the work. However, some bosses always favor one over the other, always find fault with old employees (they are often dissatisfied with existing employees before hiring), but they are fond of new employees and do whatever they say. In this case, the old employees are inevitably sour, so they are unwilling to support and cooperate with the new employees. For new employees, it is difficult to make a difference in the short term because they are not familiar with the company and do not understand the company's resource map; However, due to the boss's attention and eagerness to show, it is easy to mechanically copy the practices of the original company, which often leads to the old employees' acclimatization and disgust. For old employees, when they see new people who don't understand the situation, they often tell each other what to do, which will naturally lead to resistance. So they don't cooperate openly in their work, which in turn makes it more difficult for new employees to adapt to the environment smoothly. Therefore, in order to make newcomers adapt to the new environment and new posts as soon as possible, we must first deal with the division of labor. To do a good job of division of labor, we need to do three things: 1. Set up a good position for new employees. When newcomers come to the company, they must not be acute. He is expected to become a doctor of medicine, who can cure diseases and rejuvenate his body. He is just an untested cadre (or employee) you hired. No matter how you plan to reuse him in the future, treat him as a newcomer, set a reasonable probation period, and carry out necessary exercise and training. At the same time, we should have a reasonable expectation for it, and we should not expect too much (the higher the expectation, the greater the disappointment). More importantly, it is necessary to make clear the goal to be achieved during the probation period, and also let the new employees have a clear positioning and reasonable expectations for themselves. If they are too high, they will easily float, causing resentment among the old employees. Low positioning is not good, and it is easy for new employees to feel despised, insignificant, neglected and at a loss about their work. It will also extend the adaptation period, which is not conducive to the enthusiasm of new employees, and even lead to the loss of probation again. Now many companies feel that they can't recruit the right people. In fact, many times, people who are recruited are easily lost without proper' inspection'. Therefore, it is necessary to accurately locate new employees, reasonably set appropriate goals, and let new employees participate in specific work, so as to gain the understanding, support and cooperation of old employees, so that new employees can successfully survive the adaptation period, settle down and become the backbone of the company. 2. Do a good job in counseling. Without the help of veteran comrades, it is difficult for any newcomer to adapt to the company environment as soon as possible, especially in some companies with the culture that "foreign monks like to recite scriptures", veteran comrades often feel despised, which is also prone to two extremes, either losing confidence and blindly worshiping newcomers; Either despise new employees, do not cooperate with the work, and do not support them. In either case, it is difficult for new employees to adapt to work quickly and really take root in the company. Therefore, the attitude of the boss often indirectly determines the attitude of the old employees to the new employees. If the boss "likes the new and hates the old", the old employees will definitely be unconvinced and will not sincerely help and guide the new employees. To love him is to cultivate and train him. For newcomers, no matter how high their expectations are, they should be given a reasonable adaptation period. The adaptation period is not only a trial, but also a training. Through the mechanism, the elderly will be arranged to coach the newcomers, so that the newcomers can be familiar with the resource map, corporate culture and working methods of the enterprise and enter the working state as soon as possible. The mechanism to ensure that the elderly are willing to bring new people is to ask the boss not only to take care of the new people ... >>

Question 5: How to solve the salary problem of new and old employees reasonably? The salary is determined according to the position, and there is also performance appraisal. The difference between new and old employees can be reflected by seniority salary.

Question 6: How do employees talk to their boss about a raise? A raise? Who wouldn't? You are secretly wondering whether you have a bargaining chip for a salary increase, and whether you want to take the initiative to talk to your boss about a salary increase, but what if the salary increase fails and the boss thinks badly of you? What should I say? Maggie gives advice to people who want a raise: it is inevitable to ask for a raise after working for a long time. I'm embarrassed to talk, and I don't know how to talk. How to do this? Since you are in the Jianghu, you should be good at safeguarding your legitimate rights and interests, but before dealing with your boss, you should do your homework first: ● Make your work as beautiful as makeup. Ability and performance are the weights of salary increase. When bargaining with the boss, you must do your job well. It is absolutely the worst policy to go slow because of salary problems. Not only will the salary increase fail, but you are also in danger of being eliminated. No one will raise the salary level for an irresponsible employee. Try to improve your position in the company and make the leaders feel that you are hard to be replaced. Otherwise, the waves behind the Yangtze River will push the waves ahead, and many people will want to come. ● Know yourself and know yourself, and you will win every battle. Before you speak, you must know the actual salary of the company and be prepared. If the company's salary system is sound and all levels are paid in strict accordance with the standards, then there is no need to move this idea except reminding the personnel department when to raise wages, such as promotion and service period. If the company does not have a written salary system, you should pay more attention to protecting your legitimate rights and interests. Understand the general situation of salary payment and pay attention to the distribution of "hidden wages" (various subsidies, expense reimbursement standards, bonus coefficient, etc.). In this way, your request is appropriate and reasonable under the condition of reasonable evaluation of your value, and of course it is difficult to be rejected. Remember, a pay rise is not begging. You must make a request, otherwise, the company will save all expenses in pursuit of profit maximization. Remember, this is your legitimate rights and interests, not begging. You should be confident. Of course, you should pay attention to methods, be calm and resourceful. There is no such thing as a free lunch. If the boss doesn't agree with your request for a raise, don't turn away dejected and anxious. You might as well ask the boss on the spot, "How can I meet the salary increase requirement?" If the boss really lists the parts you need to improve, keep them in mind and improve them in time as a bargaining chip for the next negotiation. Otherwise, if the boss is just joking, maybe you can use the assassin's mace of "leaving" to test it. Of course, leaving your job is just a temptation, unless you have left a way out. Otherwise, once the evaluation is wrong, maybe the boss will approve your request from the wrong side. At that time, I lost my wife and my soldiers. ● There is the appearance of a salary increase. If you have the connotation of a salary increase, but you don't have the appearance of a salary increase, you will always look like a person who has not woken up, or the clothes don't look like a person who can be promoted. When you get a raise and promotion, you won't be thought of. You should know that "appearance gives people an impression" far exceeds your imagination. What kind of employees does the boss like to give a raise? Shi Wan Bao, human resources manager, said: "Generally speaking, employees who are easy to get a raise should have two qualities. The first is 3V talents: strategic vision, value, the ability to create success, and the positive role in promoting enterprise performance. The second is 10 talented people: caring, enthusiastic, responsible, self-motivated, patient, caring, persistent, dedicated, tolerant and peaceful. -Sony's Ma Siyu thinks, "First of all, you should fully understand your boss, including his personality characteristics and his evaluation criteria for work performance. From the enterprise's point of view, whether to get a raise or a promotion depends on the boss's recognition of your ability. Ability includes two aspects: on the one hand, performance, that is, the specific performance and business knowledge you have; On the other hand, it is ability tendency, which can be simply understood as potential. Maybe that's why the boss thinks you are more valuable next year than this year. "SimonYin, a foreign company in Shanghai, pointed out," Bosses generally like employees who can work, express themselves and don't like to show off. There are several opportunities for salary increase: "The first is to make an appointment with the boss, the second is to inform the problem by email, and the third is to express expectations by email, as long as it does not violate the overall level of the company." "Go back to the top floor and close the window.

Question 7: How to adjust the wage gap between new and old employees The copyright belongs to the author.

Please contact the author for authorization for commercial reprinting, and please indicate the source for non-commercial reprinting.

Author: Comrade Tang Priest

Link: Hu Zhi /... 169838

Source: Zhihu.

First of all, I throw out a big conclusion: even the first-line excellent governance enterprises in China do not have a good salary adjustment mechanism, which makes the salary of some old employees locked, and new employees must follow the principle of marketization, resulting in higher salary for new employees than for old employees. This is not a problem of a single enterprise, but a common phenomenon in business circles in China.

Explained by materialist dialectics, it is the contradiction between the locked salary of old employees and the salary of new employees following the principle of marketization.

Start with some basic concepts:

1, we are in a relatively open competitive environment and a relatively open talent market. In the open (talent) market, a professional's income return is stable in a certain period of time.

Why is it "relatively" open? It is because, for example, the most popular civil servants and monopoly industries still need to follow some unspoken social rules in order to flow in. Such as state-owned banks, telecommunications industry, tobacco industry, power industry and so on. Resource-based and semi-monopoly industries also have certain entry thresholds, but there are also certain marketization factors. However, there are more mainstream industries, such as finance, it, real estate, manufacturing, and various service industries. Although some enterprises have certain thresholds (funds and policies) when entering, the talent market is relatively open and circulating. As far as individual industries are concerned, such as many it industries in Zhihu, this industry is almost absolutely open.

Therefore, if you believe in "liberalism" and "marketism", please believe that the benefits you can get from this invisible hand will remain basically unchanged at least in the industry for a certain period of time. (Temporarily exclude opportunity factors and team and platform factors. )

At present, many enterprises have two preparation lines, one is to formally sign a contract with the company, and the other is to sign a contract by professional human outsourcing companies such as fesco through labor dispatch. The latter treatment is obviously lower, which usually causes children's complaints. In fact, if you think about it carefully, the money you can get in the talent market is basically the same.

Unfortunately, due to the lack of a good salary adjustment mechanism, this so-called market-oriented income is actually relatively accurate only at the moment you join the company.

2. Enterprises in China are still in rapid development and have not experienced a complete life cycle. The business community has not yet figured out the salary increase mechanism.

Take two chestnuts. Most of you are in the private sector. Go back and check. Has your business been in operation for more than 30 years? The outstanding enterprises of the older generation in China, such as Lenovo, Huawei and Haier, are all under 30 years old. Go back and ask the HR boy in your company. You asked him if he ever retired employees. 95% of HR in private enterprises have never retired. Retirement, according to reason, should be the same frequency as recruitment, but there must be HR recruiting 100 people a year, and most HR employees have not gone through retirement procedures for ten years.

Everyone is young, why not have a rest?

At present, the business community is dominated by people around 65 years old, with management around 75 years old, backbone 85 years old and newcomers 90 years old.

In' 65, these people were under 50. The entire business community has not yet experienced a complete economic cycle. Although there have been various economic crises in the past 20 years, we have never experienced a recession, have we?

Therefore, I also think that many enterprise decision-makers have not thought clearly about the salary increase mechanism.

3. The resulting problem (crisis).

As we all know, the old-age security in China is a problem that worries the society generally. On the one hand, it is an extension of retirement (almost a foregone conclusion), on the other hand, it is a market-oriented solution.

Marketization is the responsibility of enterprises; Enterprises should be rewarded according to the value contributed by practitioners.

At present, people who are confused about this problem are generally in their twenties and thirties, and they can still change jobs (market-oriented approach). 10 year, thirty or forty years old; 10 year, forty or fifty years old. How can you jump? > & gt

Question 8: How to talk to the boss about salary 1. Straight to the point.

When you meet a reasonable boss, he welcomes you to talk to him and tell the truth, because it helps to realize effective communication with employees, thus reducing management risks. It is important to note that you must have good reasons to prove that you deserve a raise.

Case: At an employee dinner, Maria overheard an "inside story" from a colleague with a big mouth that she never dreamed of: the other person is in the same department with her, but the salary is two days. "I am better than her in terms of business ability and performance; In terms of qualifications, I joined the company six months earlier than her. Is it because her diploma is a little higher than mine that she is destined to be much more than me? " Maria ran to the boss's office to argue.

Under the system of "employees are not allowed to inquire about salary at will", Maria certainly won't say that someone's salary is higher than others, but simply asks her boss to give her a raise. When she listed all the reasons why she deserved a promotion, the boss smiled and said, "Well, you have a lot of courage. With this aggressive personality, I'll give you a raise! However, the salary increase is an affirmation of your previous work and you will work harder in the future. The company will not treat you badly! "

Comments: If you are really good, you might as well say it out loud. But if you just take it for granted, you'd better not take this risk, otherwise you will inevitably run into a big nail and leave the boss with a bad impression that you don't work well and ask for money unequivocally.

Second, the action is aggressive.

Some leaders are not used to speaking frankly and talking about money, and think that "speaking well is better than doing well". For such a boss, you naturally have to impress the boss with your actions.

Case: Chengjiang ranked high in the department performance appraisal several times in a row, but his salary just didn't rise. So he summed it up carefully and found that he was not diligent and active enough in the office at ordinary times. He only knows how to do his own thing, but he doesn't know how to do his work better.

Since then, he has not only done his job well, but also tried his best to exceed the boss's expectations. In addition, he tried his best to help his colleagues and work overtime appropriately. Two months later, colleagues and supervisors made a qualitative improvement in their evaluation of Chengjiang. When the project ended successfully, Chengjiang's salary pocket was much bigger than before.

Comments: The advantage of this method is that employees don't have to spend too much time outside work, and they can win the "heart" of the leader as long as they work hard.

Third, retreat for progress.

Any clever boss knows that it is worthwhile to spend a little more money for excellent employees. But the boss is the boss after all. The lower the cost spent on an employee, the higher the profit he gets. So if you don't beat around the bush for him, he will be "confused and confused."

Case: "No way, our salaries were all negotiated during the interview." Although Tina is the backbone of the company's business and the sales manager, although her salary is higher than that of her peers, she pays too much in her work. "I'm not satisfied with the current salary level. Now all I can do is jump ship or ask my boss for a raise. " So Tina sent a resignation report soon, and the smart boss naturally understood and promised to give him a raise the next day.

Comments: Remember, you must be qualified to play this side drum for your boss. Otherwise, it may be counterproductive. In addition, in line with the principle of "how much money you get, how many things you do", while you are preparing to raise your salary to your boss, you'd better weigh yourself first and see if you can bear heavier work pressure in the future.

It's time to ask the boss for a raise. But, what can I say? How much do you want to add? The first problem is easy to solve. Of course you can't walk into the boss's office and tell him I want a raise. You should explain your ability and value to the company first. For example, your sales performance last year, how did you win a key customer for the company and so on. You should introduce your performance and ability in an all-round way and emphasize your contribution to the department and the company.

If you keep a good performance record and always perform well-hard work and creativity, your salary increase and promotion will come faster. If you start to work overtime one week before your request, that won't do.

Don't talk to your boss about your loan. You have personal consumption problems such as buying a car and a house. You must prove to the company that you should get a raise, not that you need one. If you are confident in your performance, don't be embarrassed when talking about salary, be confident. You should give yourself confidence, encourage yourself and affirm yourself ... >>

Question 9: What the old employees say about asking the boss for a raise depends on your value in the enterprise, the importance of your position and your ability. If you are valuable, you can ask the boss for a raise directly. If you are dispensable in the enterprise, you'd better not make trouble.

Question 10: How to balance the salary and treatment of new and old employees hello! You can set some welfare systems for old employees, such as how long an employee has been in your company, and you can set a salary increase period for old employees! Only in this way can employees be encouraged to continue working in your company!