Was sind die effektivsten Strategien, um eine Gehaltserhöhung während einer Leistungsbeurteilung auszuhandeln?

As a negotiation professor at Vanderbilt University, I hear this question often, focus on these key steps to negotiate a raise during a performance review: 1. **Prepare Effectively**: Gather evidence of your achievements and industry standards to support your request. 2. **Quantify Your Value**: Highlight specific accomplishments and their impact on the organization, using data and examples. 3. **Express Commitment and Patience**: Reiterate your dedication to the company and be patient throughout the negotiation process.

For many mature company’s the paygrades and pay structure are clear and known by the staff. And typically, salaries are increased according to some established criteria (like a % related to inflation and a % related to employee performance). You may negotiate your salary when you are hired. As HR typically has a “position in ranking” and therefore some margin of maneuver within a salary group. But once you’re on a permanent position, to have a raise discussion will instead be related to a job group change (if you remain in the same role and it has several grades) or changing the position. What is more commonly used to reward performance is the bonus scheme, where your good performance will entitle you to a higher bonus.

For sure you need to back your request with facts, not with what you think or what you aim for. Facts related to your performance, industry standards, and the value you add to the company. And you need to have this very clear. Most likely the HR or management will push back and say not possible (not right time, budget, market, whatever excuse they may find). Here, the best to do is: ok, now tell me when is it possible (next quarter, year etc) what do I need to do or under what conditions can we agree that raise. This will create an “engagement” for both that they can’t escape when the time comes (assuming you tick the boxes)

There is never a good or wrong time to request a raise. Your manager/HR always says, “This is not the right time”. But you need to drop the anchor. To let them know, as soon as you have the feeling and the evidence that you are underpaid. As soon as you tell them, the message makes its way. Probably, you won’t get it on the spot, but they are aware of it, and they know you will come back to the topic and won’t back off until you have an answer and clear expectations. You can use the regular meetings, or tell them in advance during performance reviews, “For next year I expect a raise based on X, Y Z”. You drop the anchor and give them time.

There are some key things to remember. Firstly, you should be prepared with all the necessary facts, reasoning, drivers, and supporting arguments. Secondly, you should anticipate pushbacks, challenges, or postponements of the topic from your manager or HR. And thirdly, you should be prepared for visceral solid pushback, such as "Who do you think you are?" or "How dare you ask for a raise?" In any situation, standing tall and not letting pushback disturb you is important. Be courteous, but don't apologize or withdraw from your request or position. However, if the atmosphere starts to deteriorate, it may be necessary to consider alternatives outside of your current position. It's always a good idea to check possible alternatives beforehand.

I think having essential points in writing is crucial, especially when discussing things with your manager or HR. During the conversation, please explain your request, gather their reaction, debate, and try to come to a conclusion and a positive outcome. Once you agree to the terms, please put it in writing by email. Something like “Please find below the points we agreed on during our meeting…” and most importantly, end the email with “Please confirm the above points or let me know of any inaccuracy”. I have seen verbal agreements go haywire because the new conditions would be implemented in a few months, but the manager or HR left or changed jobs. It's also essential to ensure that any agreed-upon conditions are fulfilled along the way.

Develop the option to say ‘No’. If you’re an employee, the only leverage you have is leaving. If you don’t have that option, you have no leverage.

Asking for a raise is really not the issue, it is negotiating a raise where most people struggle. Asking for a raise is a true test of negotiation skills. It’s not just about the request; it’s about showcasing your value, aligning with company goals, and building a compelling case.

First thing is to set performance goals that set you up for success. Too often we set unattainable goals that aren’t well thought through. If you set attainable goals right at the start, you will have a great foot to stand on come salary negotiations. The aim is to show the value you bring to the business. To do that you need to understand what the business needs and you need to ensure that some of your goals align to the business goals so you grow yourself and the business!!! Grow yourself Grow your business Set attainable goals And track your goals effectively through out the year.