Asking For A Raise: The Process Too Many Military Spouses Neglect

Let’s be honest. As Military Spouses, many of us are so relieved to find rewarding employment that we are ready to sign on the dotted line for whatever our employer is willing to offer. If we do negotiate, we breathe a sigh of relief when it is over and get on with the job. By the time our first performance review comes around the following year, many of us are already dreading the inevitable PCS, and asking for a raise seems inappropriate, if not the last thing on our minds. Asking for a raise - it is the process too many Military Spouses are neglecting.

So why do we need to reconsider this? Firstly, for those female Military Spouses out there, women have been shown to be notoriously bad at negotiating salaries and proactively asking for raises. They are more likely to expect an employer to automatically recognize performance outcomes and reward them appropriately. Men - well they are more likely to ask. Carnegie Mellon Economist, Linda Babcock, estimates that “failing to negotiate your salary at the beginning of your career will cost businesswomen $1.0 – $1.5M” over your working lifetime.

Failure to ask for a raise has another tangible impact that stretches beyond your hip pocket. Like it or not, many employers including the Federal Government ask you to provide a salary history as part of your application. Although we KNOW that your competitiveness for a position should be judged solely on your skills, performance and accomplishments…let’s be realistic. That salary you listed will subconsciously form part of the judgment about your competency and market value. If your starting and ending salary are significantly different - you are marketing yourself as a proven contributor. The less tangible issue you should consider is that your job satisfaction will improve if you believe you are being fairly remunerated and recognized for the contributions you have made to a workplace.

So perhaps you are a Military Spouse who is breathing a sigh of relief as your current employer offers merit based increases and so you won’t need to have this discussion. I remember being quite chuffed by my first “merit based increase “of 2%…until I considered that the average rate of inflation in the US has been 2% every year since 2003. Remember that your employer has a “bottom line” that they need to look after, so it is up to you to understand the salary market, inflation, and advocate for your professional worth. If your employer is pre-empting a raise with a token “merit based increase;” chances are you are worth more than you are currently being paid.

Here are five strategies that will help you master the art of asking for a raise.

Understand Your Value in the Marketplace

Before you make any approach to negotiate a salary or raise, you need to research your value in both your position and location. As Military Spouses, we move often. It is important to recognize that supply and demand, and the cost of living can significantly change your salary in different geographic areas. Websites such as Salary.com and Payscale.com allow you to research average salary by position type and location. They also provide free data which will allows you to compare your education and level of experience with others in the field. Glassdoor.com and Vault.com enable you to further research salary rates by specific employer. Finally, use a mentor or knowledge gathered from informational interviews to gain advice on what your skills and performance outcomes are worth. Your request to an employer needs to be reasonable and within the “ballpark.”

Time Your Approach

The best times to request a raise are before your annual performance review, or immediately after you have completed a significant milestone or project. If you wait until after your annual performance review, any merit based increase may already have been adjudicated. Remember that as a Military Spouse, you may only have 2-3 years in location so don’t be shy about making the request before your first performance review if you believe it is justified.

As part of your research, learn when your company reviews performance, when annual and quarterly budgets are finalized, and make sure you understand any salary related restrictions your employer has. Then…ask for a meeting to discuss your salary. This gives your employer the courtesy of reviewing your performance and salary prior to the meeting. Try not to discuss salary over email as you want to be able to interpret your employer’s body language as you present your justification and request.

Prepare Evidence and Justify Your Request

Your justification for a salary raise cannot be that childcare has become more expensive, or that fuel prices have increased. It needs to be based upon the requirements of the position and the value that you provide to the company. If your position responsibilities have expanded or changed in scope, this may be grounds for an increase in salary. Alternatively, consider your performance outcomes, and provide evidence of the tangible contributions you have made. Keep a file throughout the year with comments from satisfied clients, details of projects you have successfully completed, or initiatives you have created. Before your meeting, prepare a one to two page document with an introduction addressing your satisfaction with the position/ company, a section focussing on your tangible outcomes over the specified time period, and then close with a request for a commensurate salary increase. Be prepared to answer your employer’s immediate question of “How much are you talking about?”

Anticipate Objections and Consider Alternative “Win-Win” Scenarios

Think about any objections your employer may have and be ready to respond to these with statistics, evidence and market data. Not every employer is in a position to accommodate a raise, so consider alternatives such as a “one-off bonus,” a “project completion bonus,” reduced hours for an increased hourly rate, paid professional development opportunities or more flexible working arrangements as back-up options.

Keep the Conversation Professional

If your employer requires time to consider the decision, respect that and thank them for looking into it. If the answer is “No,” don’t respond with “Oh well, it was worth a try.” “Thank you for your consideration - I understand your position,” ends the conversation professionally but leaves your employer with the thought that you may be more marketable elsewhere. Perhaps they will reconsider at the first available opportunity.

Above all, remember that your salary should reflect your market value and performance outcomes. Employing a Military Spouse is not a charitable decision by an employer - it is a smart one. The Military Spouses I have had the pleasure to work with give 300 percent and get more achieved in shorter periods of time, than almost every other employee I have come across. Perhaps because Military Spouses know they may be in a location for a short time, they approach every new position with a commitment to perform and achieve from Day One. As you move forward in your career, remember your ongoing value to your employer, consider inflation, and don’t forget to ask for that raise!