4. what are the top tips for negotiating a pay rise?

Collect all your factual information, supporting documentation, past performance appraisals etc. (as mentioned above). Be well prepared with information that demonstrates your abilities and value to the organisation.
Prepare your thoughts before the negotiation. Visualise how you would like the conversation to flow with your boss. Write a script if you have to. Please keep it simple and use clear language which articulates your points.
Do your research to find out how much you, your position and your experience level are worth in the market. Knowing this can add much weight to your request as it shows you have done your research and that your request is fair and reasonable.
Speak to a recruitment consultant that specialises in your field. Search for the most appropriate salary surveys which show the salary range for your position and years of experience; speak to colleagues, friends and family, mainly if they work in your field, to find out how much they think is fair for your salary.
Once you feel ready, ask for 15-30 minutes in your boss' diary for a chat.
Don't talk too much in the meeting. Be confident and keep to the facts. Use clear and concise language to ensure you get your point across.
Use positive, active language like, "I am committed to the future of this organisation"... "I believe as a business we are creating a successful and valuable culture/team",…." I believe that my results show that I am deserving of a pay rise."
Don't get emotional. Keep to the facts.

5. why do people get turned down for a pay rise?

They don't follow the guide mentioned above, and emotion often gets in the way of a positive, business-like discussion.

Common mistakes also include:

You are making unjustified requests without supporting documentation or testimonials that could legitimise your increased value and worth to the business.
You are making unreasonable requests. Do your research to ensure that what you ask for is reasonable compared to market value.
You are becoming aggressive in your tone of voice.
Offering a request such as, "I deserve a pay rise, and if I don't get one, I am going to look elsewhere." This is the biggest and most common mistake made by employees. There is no benefit in asking for a pay rise in this manner.

6. how common are pay rises linked to performance reviews? is this fair?

They are technically two separate discussions that are intrinsically linked. In a performance review, an employer discusses the effectiveness/value-add of the employee in the role, their achievements, training and career development opportunities and future goals.

A pay rise is often linked to the performance review because the employee must usually exceed the expectations associated with the role that they are employed for to receive a pay rise. Employees must ask themselves, "Do I deserve a pay rise and why?"

7. should you leave a job if you don't get a pay rise?

This is a case-by-case scenario. If you feel that your current employer can't meet your career aspirations or have lived up to their promises, or you have not been rewarded with a pay rise when you believe you have earned it, then yes, it's time to find another career opportunity.

However, find that next career move before you resign. Remember to exit the business professionally with your reputation intact. The adage is very true - don't burn your bridges.

8. how can a recruitment consultant assist you in getting a pay rise?

A recruitment consultant, particularly one that specialises in your expertise, can help you through the process of receiving a pay rise.

Firstly, providing you with the salary range, you should expect with your level of expertise and experience. If you have a good relationship with a consultant, they can also coach you through the process.

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