You're facing a disappointing salary increase after your performance review. How do you handle this setback?

You usually have to actually ask for a raise to get a significant one. If you haven't asked, and you get a small raise, then you need to actually ask. BUT, start with gratitude and curiosity. - "Thank you for the raise." - "I'm curious how the amount was determined." Ask more follow up questions to fully understand how they came up with the number. THEN you can come up with the reasons why you think it should be more. Never say what you want before knowing the priorities and constraints of the other side in a negotiation.

Understand the rationale, if possible and then determine next steps. First, I would share accomplishments and places that you exceeded expectations. This should be a repeat as these topics should be covered continuously throughout the year between you and your leader. The second direction is to take your increased skills and find other opportunities where you may be a better fit at a better salary point. First and foremost, BREATHE and make wise decisions.

Facing a disappointing salary increase can be tough, but it's important to handle it constructively. Make sure to begin by asking your manager for feedback to gain insight into the reasons behind the decision. This can provide valuable insights into areas for improvement. Next, set clear goals and discuss a plan for achieving a more favorable outcome in the future. Additionally, consider negotiating for other benefits, such as professional development opportunities, flexible working hours, or additional responsibilities that could lead to career growth. Remember, staying positive and proactive can turn this setback into an opportunity for personal and professional development.

1. Seek Feedback: Request detailed feedback on your performance to understand areas for improvement. 2. Clarify Expectations: Discuss specific goals and expectations for a potential salary increase in the future. 3. Evaluate Your Position: Assess whether your current role aligns with your career goals and if further development is needed. 4. Explore Opportunities: Look into additional responsibilities or projects that could enhance your value to the company. 5. Consider Alternatives: If the salary increase is not satisfactory, evaluate other opportunities within or outside the organization for career growth.

Absolutely …. Performance review step means a decisive step that may have already gone several rounds of internal scrutiny and prep work before the review score and salary increase are communicated …. So it’s prudent to work backward and start early in the game before such decisive steps take shape.

In the earlier stages in my career, I once felt let down when I didn't receive the expected salary/rating from my manager I was sad and quite emotional and i felt i didn't deserve it and wanted to confront on the matter. However, a colleague advised me to approach the situation objectively and look at it with an open mind. I was encouraged to ask, "What should I do differently to achieve XYZ salary and rating?" This led to a constructive discussion with my Manager, revealing many areas for improvement. If I had approached it emotionally, I would have asked, "Why didn’t I get the so and so increase?" I believe, It’s key to prepare mentally for such conversations to ensure a productive outcome. I am grateful for my colleague who advised!

Good opportunity to be dealt unbiased and with open mind to receive feedback from reviewing Manager objectively (into specifics of goals-results, hits and misses etc.,) and to open up specific concerns or non-considerations that missed the reviewer’s eye. In any case, decision can be undone, but atleast to secure the future direction (for ex., an offsetting compensation in the next cycle) pursuing together.

Explore Alternatives: Consider negotiating for bonuses or extra vacation days instead of just salary. For instance, ask for a performance bonus tied to future goals. Professional Development: Request funding for courses or certifications to enhance your skills, like a leadership workshop. Maintain Positivity: Approach discussions with a positive attitude, fostering goodwill for future negotiations. Be Open-Minded: Show flexibility in your requests; for example, a flexible work schedule might be a valuable trade-off. Future Opportunities: Discuss potential for salary reviews in the near future based on performance metrics.

This adverse phase is good to know too - atleast to recognise the need for diverting one’s effort into entirely renewed path so to be able to achieve better recognition elsewhere. Start with preparation concurrently to be able to bite the bullet at the right opportune time.

Lots of great recovery advice here. My suggestion would be to get ahead of it. Don't wait until the performance conversation has been had and the conclusions have been drawn. About 90 days out check-in on what success looks like now through review. Ask what you need to accomplish to receive top results. Ask if there is any reason why you shouldn't expect top results. Spend the next 6 weeks nailing those things. Then, check in again. Plus up the things you have done since the last convo (don't just hope they noticed). By this point they know what pool they have and how they are thinking of reviewing you. Ask some smart questions and fix/finish anything that needs it. Your review and raise shouldn't be a complete surprise.