Why And How You Should Demand Your Next Raise
"Thank you" is a powerful phrase. "Thank you" is a powerful phrase.
Gratitude and grace go hand in hand, which doesn't leave much room for push-back when you've been slighted, especially when it comes to money. Demanding a raise from an employer often feels a little like unwrapping a present and then telling the giver, thank you, but this really isn't going to cut it for me.
But no matter how remarkably skilled or utterly irreplaceable you are, no employer wants to pay you what you deserve. Most folks will save money by any means necessary, even if it's at your expense. It's not personal, it's business. Which is why the etiquette around gratitude changes in a professional setting. There are no battles won by taking your first offer — you only get what you negotiate for.
So forget everything you know about settling, and focus instead on what's next: how you're going to ask for a raise.
According to the New York Times, when you ask for a raise can be just as important as how you ask. So before you begin scripting your speech and prepping your Powerpoint, be sure to talk dates. First, set aside a substantial brick of time. This is important — this is your livelihood. It's not a case you want to make in passing, en route to another meeting.
Next, make a point to schedule your conversation in the aftermath of a personal success of yours — did you just win a big client? Publish a viral story? Ride that wave right into your boss's office. "You want to enter a salary negotiation on a high note, with indisputable evidence of the value you're contributing to the company," says Devon Smiley, a negotiation consultant. No matter how strong and consistent your work is, you want to walk in with numbers.
If possible, consider the fiscal calendar of your company, and determine when is the best time to ask for a raise. As much as we'd like to believe that our higher ups have the power to make financial judgement calls when they believe in them, we're all beholden to a devious, evil thing called budget cycles. "Even though discussions may not happen until April, for example, those budgets have been decided months earlier, and that is when you need to start laying the groundwork for your raise," says Ms. Smiley. Once you make your case, someone else needs to make that case to the finance department. Making sure the company is in a good financial position when you ask for your raise, can make that conversation as seamless as possible.
Once you've decided on a good time to talk to your boss, start collecting your materials. While it'd be great if the merit of your testimony was enough, numbers speak louder than words. Arrive with documents. Know what you're going to say. Treat this like a presentation you might have given in the 8th grade at a science fair. "One recommendation is building negotiation experience and training," says Dr. Alice Stuhlmacher, department chair of DePaul University's psychology department. "Practicing in low stakes situations can build confidence."
I received my first raise (a whopping 5k), having presented a six-page proposal to three different managing editors. The first told me the decision was over his head. The second told me it didn't make sense in the current context of our budget. The third made both cases before I told him I would have no choice but to look for positions elsewhere under these circumstances — an assertion that ran counter to everything my mother had taught me about decorum and gratitude. Not 24 hours later, I received a raise — and an apology.
- An Easy Worksheet to Help You Ask for a Raise - The Muse ›
- Top 10 Dos and Don'ts for Asking for a Raise ›
- How to Ask for a Raise - The New York Times ›
- Here's how to ask for a raise ›
- Guide: How to Ask for a Raise | Indeed.com ›
- How to Ask for a Raise - 6 Effective Tips ›
- How to ask for a raise - Business Insider ›
- How to Ask for a Raise - Glassdoor Guide ›
Looking for a job? In addition to encountering those annoying never-ending job interviews you may find yourself face-to-face with an artificial intelligence bot.
Companies worldwide increasingly use artificial intelligence tools and analytics in employment decision-making – from parsing through resumes and screening candidates to automated assessments and digital interviews. But recent studies claim that AI does more harm than good.
While AI screening tools were developed to save companies time and money, they’ve been criticized for placing women and people of color at a disadvantage. The problem is that many companies lack appreciable diversity in their data set, making it impossible for an algorithm to know how people from underrepresented groups have performed in the past. As a result, the algorithm will be biased toward the data available and compare future candidates to that archetype.
The City’s Automated Employment Decision Tools (AEDT) law is designed to offset the potential misuse of AI and protect job candidates against discrimination. It was enforced on July 5th, 2023 in New York City - with other cities and states expected to gradually follow suit. Employers must now inform applicants when and how they encounter AI. Furthermore, companies have to commission a third-party audit of the AI software used, and publish a summary of the results to prove that their systems aren’t racist or sexist. Job applicants are able to request information regarding what data is collected and analyzed by the AI. Violations of the law can result in fines of up to $1,500.
Replacing Human Hiring Decisions
However, should a job applicant want to opt-out of such impersonal judgement by a bot, the new law's scope is quite limited.
While the law specifies that instructions for requesting an alternative selection process must be included in the AI screening disclosure, companies aren't actually required to use other screening methods. Not to mention that the law only applies to AI in hiring and not any other employment decisions. It also wouldn't apply if the AI, for example, flags candidates with relevant experience, but a human then reviews all applications, making the ultimate hiring decision.
Some civil rights advocates and public interest groups argue that the law isn’t extensive enough and that it’s even unenforceable. On the other hand, businesses say that it’s impractical, costly, and burdensome, and that independent audits aren’t feasible.
Responsible use of AI in hiring
Although this law may be a good first attempt to assign more regulatory guardrails around AI, it remains to be seen if it ensures the responsible use of AI in hiring processes. At the end of the day, perhaps recruiting talent should remain a human-made decision.
The good news is that AI can help companies without harming potential job candidates in many ways – such as connecting new employees with internal organizational information and company benefits during onboarding. Or helping employees to do their jobs more effectively rather than replacing them.
There’s all this talk about solo travel. And for good reason — no wasting precious time waiting for others to get their act together, take the plans out of the group chat and actually buy the tickets. Going solo, you can be spontaneous. You can plan your trips according to your precise tastes. You can hop on any flight and fly awayyyyyy.
But what if each time you flew you’d get a free ticket? That’s what you get with the Southwest Companion Pass.
Award status, upgrades, lounge access — there are many perks in the frequent flier game. But one of the coveted holy grails is the Southwest Companion Pass.
What is the Southwest Companion Pass?
The Companion Pass is part of Southwest’s Rapid Rewards program. You get to choose one person to be your “companion,” and they fly with you for free (plus some taxes and fees) on every flight. That’s right. Two for the price of one. That’s half off each ticket if you split it! Whether you’re flying with a partner, family member, friend, or anyone else, they can tag along for free.
And it gets better: once you earn the pass, you can reap the rewards for that full calendar year … AND the next. That’s why people go mad trying to earn a companion pass during the early months of the year. The sooner you qualify, the longer you can use it.
There are also no blackout dates. There are no limits. And if you didn’t purchase the ticket (think: work travel, your companion, or a generous benefactor), there are no restrictions! As long as you’re the one on the plane, your companion can also … be on the plane.
You can also switch out your designated companion 3x a year. So, no need to stay in a relationship simply to get the most out of your companion pass! Ghost and fly away — with a whole new companion!
If this sounds too good to be true — it’s not. But there is one small catch. It’s kinda tough to earn this mega reward.
How to qualify for the Southwest Companion Pass?
You can qualify for the pass in one of two ways:
- Fly 100 qualifying one-way flights
- Earn 135,000 qualifying points in a calendar year.
Clearly, this is no small feat — especially if you’re trying to qualify ASAP.
So how do you actually earn the Southwest Companion Pass?
Don’t worry, there’s a path to earning this amazing reward without climbing on 100 flights or spending an exorbitant amount of money.
Earning 135K reward points may seem completely impossible, but it’s easier than it sounds. Simply sign up for a Southwest Credit Card and turn those spending habits into a rapid rewards account. Through the Rewards Priority Credit Card, earn points when using local transit and commuting, plus score major points and miles whenever you spend.
Stay with me here. This is not some scheme to get you into credit card debt. Many airline cards come with potential savings, giantic rewards, awarding you points, and cashback with every purchase you make that can be redeemed for travel. And often they can come with passive sign-up bonuses. If you spend a specific amount of money within a certain timeframe of opening the card, you can be in for a windfall of points.
Now that’s where the companion pass comes in:
- Southwest Rapid Rewards Premier
- Southwest Rapid Rewards Plus Credit Card
- Southwest Priority Credit Card
- Southwest Rapid Rewards Premier Business Credit Card
- Southwest Performance Business Credit Card
Southwest has three personal cards and a business card. Each of these cards offers rewards between 30K-80K points. In the past, people could open two cards and get a bonus that granted enough points to almost meet the minimum. However, with new restrictions on personal cards, you can only get one bonus every 24 months. Boo!
However, this doesn’t apply to business cards. If you’re eligible, have good credit, and not likely to spiral into insane credit card debt, you can open a business card and a personal card, and accrue 100K+ points. The Rapid Rewards Priority Credit Card will get you points after you spend money in no time.
Now to earn the rest of them.
The secret to gaining these credit card points is to plan your card sign-ups around big purchases. Just before a recent move, I opened a card . . . and the rewards came rolling in — a small balm to ease the pain of how exorbitant moving can be.
Put everyday spend — especially big purchases or bulk items — on your Southwest credit card and watch your award points quickly add up. Typically, you earn 1 point per $1 spent on your Southwest card and 2 points per $1 on actual Southwest purchases.
But there are other ways to earn points, including:
- Flying Southwest: Booking travel on Southwest earns more points. The cost of this travel will be worth it with your companion pass
- Shopping from Rapid Rewards Partners: Purchases with Southwest’s “Home & Lifestyle” and “Shop and Dine” Partners also earn Companion Pass qualifying points. While you shouldn’t make gratuitous purchases, browse Southwest’s partners to see if you could earn extra points for items you'd be purchasing anyway. All this, simply from enrolling in their Dining Program and shopping with their partners.
So there you have it! And since it’s almost Spring, get to earning and soon you’ll be flying two for the price of one!