Negotiating for raise/WFH

January 6, 2022 5:17 PM

It's annual evaluation time and I need your advice on how to handle the following issues: 1) I believe I am underpaid by at least $10K. 2) I have been WFH for two years on a Covid-related ADA accommodation (so not permanent), and I want to permanently WFH.

The WFH is my dealbreaker; I'm willing to quit over it. Technically I could wait to raise the issue until the ADA accommodation expires, which might be next month or might be six months from now. My employer is anti-WFH but is having a lot of trouble retaining and hiring quality staff so they may be starting so see the light. Nevertheless, I'm worried that if I get a raise now that they will be less likely to concede on the WFH point later, when that's what I would pick if I could only have one.

I'm a valuable employee and I'm positive they don't want to lose me. My responsibilities have grown tremendously and at least half the work I do now is in addition to that in my job description. I'm not really afraid of quitting--I have a plan for alternative remote work that would probably pay more and am financially okay--but I like this job and the people I work with a lot and would like to keep it. From home.

How should I approach this? Actual words to use would be helpful if you have them!

posted by HotToddy to Work & Money (7 answers total)

Something that I’ve heard is going into the conversation as a compensation adjustment rather than a “raise.” Raise implies you’ve increase duties or phenomenally outperformed everyone else (which companies don’t like admitting). Compensation adjustment is reflecting a market rate.
posted by raccoon409 at 5:22 PM on January 6, 2022 [5 favorites]

Here's one answer from Ask a Manager - You Need to Ask for a Raise - Here's How.
posted by golden at 5:22 PM on January 6, 2022

I would focus only on the WFH for now since it's a deal dealer for you, and ask for a salary review in 3-6 months so that the compensation topic doesn't fall off the radar.
posted by mezzanayne at 6:20 PM on January 6, 2022 [3 favorites]

that's what I would pick if I could only have one.

Act, and negotiate, like you can only have one. If you're financially OK and fairly certain you could do better in a different situation, focus all your energy on securing permanent WFH at this place. if they say no, walk.

If that's your dealbreaker, negotiate like it; show management that your work product has not suffered since you've been working remotely. I don't know what you do, but show them project results, things you accomplished, etc, alongside the accomplishments of people who work in person, demonstrating there's no realistic difference between the two.

Assure your employer that your work will continue to be its normal level of excellent, and make no bones about the fact that WFH is the hill you're willing to die on, job-wise.

Be professional about it, but demonstrate to them that you know your worth and you're willing to seek it elsewhere if they don't meet you where you are on this eminently reasonable demand.
posted by pdb at 9:06 PM on January 6, 2022 [1 favorite]

If your annual review cycle is typically tied to raises, I would make sure to lobby for that raise now. Budget cycles and other hr-related things tied to raises are built into this process, it will be easier to win on that front when you are working with the process instead of outside of it. Plus you will have a logical opportunity to bring up WFH in the future, and since you're willing to quit over it, maybe you quit over it six months from now - AFTER you've had six months of that raise.
posted by peanut_mcgillicuty at 5:35 AM on January 7, 2022 [3 favorites]

I’d actually separate this from evaluation, which is going to focus on how your past performance can “earn” your request. I also would not ask for it piecemeal.

Get another job offer and when you feel comfortable have a more straightforward conversation about what you’re looking for to stay in the role : WFH and whatever $$ more. This is about what your worth on the market and what you want to stay. If your skills are high-value you have so much mobility now with WFH roles across the country.
posted by artificialard at 9:02 AM on January 7, 2022

It's been my experience in negotiations like this that attitude matters more than strategy or wording. Your greatest asset here is your willingness to quit; being willing to walk away from a deal is a huge advantage.

Prior to having "the talk", shore up your resolve by thinking about all the wonderful things about WFH--getting up later, no commute, no need to pack lunches, not getting Covid, etc. Think about your alternate plans, your savings, your skills, and how it's not the end of the world if you have to leave. Don't think about how much you like your job or coworkers. There are other jobs in the sea.

It's a simple matter to remind the powers that be of your value to the company and how your productivity has not suffered, or has even improved, since you started WFH. State all this cheerfully and positively. Allow them to respond and only tell them this issue is a deal-breaker if they won't assent. If you need to, be clear, succinct, and positive. Don't talk a lot. Just state that the consequence of their refusing is that you will leave.

Bottom line: Walk into negotiations radiating willingness to leave, and you're more likely not to have to.
posted by Flock of Cynthiabirds at 10:24 AM on January 12, 2022