Quantify Your Value in the Workplace

Me telling my boss why I deserve a raise

It is your responsibility to keep tabs on what you have accomplished at work. Below are a few simple tasks to equip yourself with cold hard facts when it’s time for your next performance review. Let’s break down each of these so you can be ready to ask for that raise or promotion that you absolutely deserve.

• Understand your job description

• Learn about industry standards

• Document your successes

• Be realistic about your weaknesses

• Be accountable to personal goals

Many organizations have employees write their own performance reviews. If you don’t have that opportunity, it’s even more important to keep track of these things so you are ready to clearly communicate your value as an employee. You might be the only one doing this, and it could make a difference in consideration of a raise.

1. Understand your job description

First, be crystal clear about what your job is and what it is not. Bust out that job description and take a glance. Does it match what you’re doing? If there are extra things that you’re doing, how do they relate to your primary duties? Is there anything listed that doesn't match your daily experience at all?

If you have been evaluated before, read through your feedback and compare it to your job description. If you are also evaluated by adherence to company values or ethics, take note of those as well (e.g. sustainability, honesty, accountability, innovation, etc). If you have not been evaluated before, ask for a clean copy of a performance review form for your reference.

If your employer doesn’t have one because they are a small mom & pop operation, make time to get clarification on when and how you will be evaluated.

Now, break down your duties into categories. For everything you do that doesn’t necessarily fit anywhere, put it in a Miscellaneous category. The remaining categories will depend on your profession. These could be: Sales, Customer Service, Recordkeeping, Operations, Leadership, etc.; however your organization measures performance.

2. Learn about industry standards

The easiest way to learn about industry standards is to look on a job search website for job descriptions similar to yours. If you have peers in your field, make time to discuss job responsibilities together. These could be coworkers or acquaintances at another organization.

Also, learn about salary standards within your profession. Are there any certifications that generally increase pay rates? Benefits are also part of your “pay”. Consider how your employment benefits compare to the marketplace.

Lastly, it is totally acceptable for employees to openly discuss pay amongst themselves. In the United States it is unlawful for an employer to request that you do not share pay information with your coworkers. That doesn’t mean that anyone is required to share if asked, I know this can be a faux pas in some environments. You don’t have to ask about a specific salary, it might be useful to just ask how often they have gotten a raise and by what percentage each time.

3. Document your successes

Now that you understand company expectations and industry standards, you can align your work with those pillars. On at least a monthly basis, you should take stock of any accomplishments. Keep a running log and specifically match those with how your organization will measure performance. This way, you are prepared to defend a glowing performance review that precisely aligns with company goals.

Make a list of the performance categories and simply fill in any accomplishments to the relevant groupings. This doesn’t have to be super detailed, but if you have specific and quantifiable values to report it may be a good idea to do that so you don’t forget later on. For example, you completed a product 3 months ahead of schedule, and it improved company-wide performance by 20%.

Click here for a sanitized example from a previous job of mine.

4. Be realistic about your weaknesses

Your performance evaluation may include a section to list areas for improvement. This isn’t a trap to get you to snitch on yourself, it’s an opportunity to express goals for growth and development. It can also be a sneaky way for you to communicate workflow obstacles or request access to new resources.

For example, you recently became responsible for the performance of a team but you need more soft leadership skills. This can be an opportunity to request executive coaching or leadership seminars paid for by the company.

5. Be accountable to personal goals

Your goals for the next review cycle should align directly with your areas for improvement and your performance evaluation categories from step 1. If your supervisor attempts to assign goals to you, make sure they are achievable and ask for guidance for success.

Next year, these successes should be featured prominently in your evaluation, as well as any overachievement related to your goals. Conversely, if you find yourself struggling to meet these goals throughout the year, make time to follow up with your supervisor for more guidance, or to adjust the target. This way, if your goal isn’t met you can communicate exactly what happened and the actions you took to resolve the situation. These obstacles may become your new areas for improvement.

Finally...

If you have done all of this and you are still not progressing in your career I recommend that you ask how you can earn an increase in compensation. Is it within the scope of your job description? Does it match company values? What is the roadmap for success?

If there is no reasonable way to progress, at least you have all the information you need to write a killer resume and move along.