Hellobee Boards

So, I thought that the biggest raise I would ever ask for was somewhere between 5-10%. Then I went through a lot at my current employer due to a tough financial situation and got a raise in 2015 that was a little more than 10%. I explained my financial situation and my immediate boss was really supportive, but her boss was not. I ended up having to interview at other organizations before he was willing to entertain a salary negotiation discussion.

This year, we had another unexpected financial hiccup where our daycare is closing (ugh!) and all the other daycares we can find that are center-based are 30-50% higher (seriously!). I ended up getting another job offer and asked my current employer to consider it. They didn't match it, but did increase my salary almost 20% over last year (our "merit" raises include cost of living adjustments and max out at around 3% annually).

Ultimately, I was willing to leave (especially this time around) and was actually expecting to do so. The other job offer was one that was really intriguing, but because of the great benefits I have at my current organization and the near matching, I ended up staying. Having a current offer in hand was critical, though, as well as a willingness to walk away if things didn't go my way.

I never would have had the guts to ask for such a big raise, but in the end I didn't really have to since I just told my employer about the other offer I had and explained that while I loved working where I do now, I had to think about my family/financial situation.

Agree with everything @yoursilverlining says regarding the data you need - in particular, salary bands (or even the average salary in your area) and being able to show how you have increased profitability to the firm. My husband and I both work in management and would say there is a degree that timing plays a role. Did your company have a particularly great year? Are you aware of others receiving raises beyond the 2.5% (assuming it's merit and not COL)? I would not mention the other "offer" because you have no idea the full package (benefits can make a huge impact as @Mrs. Dolphin: mentions) and there isn't a concrete offer -- unless you are willing to walk, which I'm guessing you aren't.

I also think this poll is not going to be particularly helpful for you unless you know the size of the company, position, and location. For instance, my husband works in healthcare as a consultant and business contracted last year. That has been fully disclosed to the employees and I'm pretty sure if an employee asked for a 10% raise they would think they were nuts and would not only hear a resounding no but it would reflect really poorly on them. In a big corporation with public bands, 10% is nothing if you are at the lower end of the band. In a company of, let's say, less than 50 where 90% of the work force is in the same position, 10% is a big deal.

Good luck!

ETA: When you entered the new department, did you receive a new salary?

So, I guess the first thing that comes to mind for me is why do you think you deserve a raise? I am not trying to sound b*tchy - but I think thats the basis for what you are asking and how/what you should ask for should be based on that.

If you feel under paid - whats the basis for your feelings? How do you stack up to others?

With regard to the other offer - in my experience I would only bring it up if you are prepared to walk for it. Which as others have mentioned you may want it to be more concrete first.

At my company, standard annual Merits are between 1-5%. With both my promotions I have received 15% raises. Without serious concern for being under paid it would not go over well to ask for a raise at my company. First, you would likely not get it and second I dont think it would be good for reputation especially if the request was based on little to know substantiated facts.

I am a manager, and I oversee comp for a large team (~25 people).

I have had people give feedback on raises. If you want me to consider adjusting your raise, I would expect a justification as to why you think you deserve more as well as the amount you are expecting. I had one guy recently tell me he thought his raise was too low, but when I asked what he thought would be fair he did not actually answer the question. (In his case, most of his annual increase came from his bonus, and he had a decent all-in percentage increase when you considered both his base and his bonus.)

Honestly, I would also suggest trying to obtain a counter offer. That is the easiest way for me to argue for a raise with my executive team. It only works, though, if someone is an outperformer. We will do a lot to keep our best people.

The most I've asked for is 10%. My theory is you should ask for what you feel your performance merits (but be aware of what salary ranges for your position and experience level are). A man would not hesitate to ask for what he feels he is worth, so neither should you!