Pay rise secrets: What bosses really look for in Australian workers
Putting in 60-hour weeks won't get you that pay rise — here's what Australia's top recruiters say actually works.
Spending extra hours on the job will do little to help Aussies win a pay rise, with workers encouraged to stop measuring effort and concentrate on impact instead.
Experts warn achieving a higher salary can take time, with workers required to prove their worth and gather evidence of their performance over a 12-month period before asking employers for more pay.
Recruiter Roxanne Calder, from Est10, said most companies were still recovering from the massive wage hikes of 2022 – which saw salaries jump as much as 20 per cent – and were reluctant to hand out more money without good cause.
“Simply saying you are working more hours is not enough,” Ms Calder said.
“If you are after a pay rise, the question is simple – what is it that you bring to the business that deserves a pay rise?”
Set a game plan
As Australians continue to battle high living costs, more workers are seeking wage increases to make ends meet.
But Ms Calder said businesses faced a similar predicament over higher costs, with salaries often their largest financial burden.
She said workers must have a well-planned strategy, based on fact not emotion, to convince bosses that higher pay was justified.
“If you’re just looking for a pay increase on the back of the RBA and the banks (decisions on interest rates) then that’s a kneejerk reaction, it’s not a strategy,” she said.
Instead, companies wanted evidence of contributions that had an impact on their bottom line – such as increased productivity, reduced staff turnover or the onboarding of new clients, she said.
“Anything you do that relates to the core company goals and that translates into results is what bosses are going to be looking for (when deciding on requests for more pay),” Ms Calder said.
“You need to step into your bosses shoes, or your leader’s shoes, a little bit and understand what they want and also what the barriers are to you getting what you want.”
Why being busy doesn’t pay
Leadership coach James Laughlin encouraged employees to avoid saying yes to every workplace request and instead concentrate on projects and activities that would deliver the results that mattered most to their company.
“The people who succeed (in winning pay rises) are not the busiest people,’’ said Mr Laughlin, author of Habits of High Performers: Essential principles to thrive in life and work.
“Busy people say yes to everything, whereas high performers in an industry say no a lot – they say, ‘No, I’ve got to focus on this particular thing so that I can nail it (rather than do it all).
“Stick to (focusing on) one thing and become excellent at that because most leaders will look (at those who appear to be the busiest in the company) and say, `I see what you’re doing but it’s not adding any value’.”
Mr Laughlin said workers must “play the long game” to win a pay rise, warning it could take a year or more for employees to prove their worth to their boss.
He encouraged workers to discuss their goals with their employer and, in turn, listen, ask questions and attend company events to determine what business goals were most important to the company.
Focus on the bigger picture
Mental health support worker Sonali Wadhwa started her role with Darling Daughters almost a year ago and has prioritised tasks that delivered the most value to clients and the disability services and support organisation.
Consequently, Ms Wadhwa has already been identified for promotions that will see an increase to her pay.
“I showed that I could balance compassion with professionalism and that I understood the bigger picture – that the ultimate goal is to improve the wellbeing of the people we support,” said Ms Wadhwa, who holds a master’s degree in counselling and mental health.
“For clients, that meant being present, listening and responding to their individual needs, even if it meant spending extra time with someone to help them feel calm, safe and supported.
“For the organisation, it meant being reliable, following care plans properly, documenting accurately and collaborating with my colleagues so that the team could provide consistent, high-quality care.
“By focusing on outcomes and values rather than just activity, I was able to contribute in a way that was recognised and appreciated.”
Stand out from your colleagues
Stellar Recruitment managing director Shaun McCambridge said ongoing worker shortages meant companies would reward employees with higher pay and promotions if deserved.
“Operating with intent, showing a good attitude at work and having a good work ethic will all put you in a positive position for your career and your earnings,’’ he said.
“I don’t think it’s that hard to differentiate yourself by just doing a little bit more.”
Tips to win a pay rise
1. Measure impact. Promotions and pay rises come from consistently delivering results that matter most to your employer.
2. Identify key priorities. Determine which 20 per cent of your tasks deliver 80 per cent of your value and make these a daily priority.
3. Quit multi-tasking. High performers carve out deep work blocks of uninterrupted time to do one high-value task well.
4. Don’t say yes to everything. High performers choose work that builds influence and revenue and gets noticed by decision-makers, not just what fills their calendar.
5. Record results weekly. Keep notes of results you created (new clients, deals closed, processes improved) and use this during salary negotiations to demonstrate you deliver value that’s worth higher pay.
Source: James Laughlin
Originally published as Pay rise secrets: What bosses really look for in Australian workers
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