Discussing salaries is the element that most people find difficult during the annual review process.
People tend to be much more comfortable discussing their management development rather than their remuneration.
But you work hard and develop to be rewarded accordingly.
Whilst it is easy to feel embarrassed or to get flustered in this situation you will do yourself more favours by remaining calm and at ease, simply talking through the reasons why you deserve the increase you have in mind.
Be firm about your expectations and state them very clearly; never hedge the issue.
However, do not be arrogant.
Make it clear you are listening to any feedback which is given.
In fact, it is a good idea to ask your immediate manager how they think you can develop further.
Their answer will give you a clear indication of the issues from their perspective allowing you to enter into a discussion and possibly change their minds.
For example, if it is raised in your appraisal you need to improve your project management skills, give clear examples of where this has been exemplary.
But what happens if the company offers you a pay rise but at slightly less than you were hoping for what do you do next? This is the most crucial part of the process and as a consequence the trickiest.
Obviously the firm feels you have done a great job as you have secured a raise.
But you need to consider whether it is a fair offer.
Be honest with yourself, stand back and be realistic.
There are industry norms for certain skill sets and accountancy qualification levels and if you price yourself out of the market you may never find the opportunity you are looking for.
If the rise comes attached with a clear idea of how you can keep progressing up the accountancy career ladder and thus the salary scale, you should consider it very carefully.
Usually accountancy salary levels only increase in line with inflation, although exceptional candidates, as always, can command a premium for their expertise.
As a general rule firms will rarely increase salaries by more than about 10% unless the review goes hand in hand with a promotion, so securing a very high figure is unlikely.
If your firm will not budge on salary explore your market worth externally.
People tend to be much more comfortable discussing their management development rather than their remuneration.
But you work hard and develop to be rewarded accordingly.
Whilst it is easy to feel embarrassed or to get flustered in this situation you will do yourself more favours by remaining calm and at ease, simply talking through the reasons why you deserve the increase you have in mind.
Be firm about your expectations and state them very clearly; never hedge the issue.
However, do not be arrogant.
Make it clear you are listening to any feedback which is given.
In fact, it is a good idea to ask your immediate manager how they think you can develop further.
Their answer will give you a clear indication of the issues from their perspective allowing you to enter into a discussion and possibly change their minds.
For example, if it is raised in your appraisal you need to improve your project management skills, give clear examples of where this has been exemplary.
But what happens if the company offers you a pay rise but at slightly less than you were hoping for what do you do next? This is the most crucial part of the process and as a consequence the trickiest.
Obviously the firm feels you have done a great job as you have secured a raise.
But you need to consider whether it is a fair offer.
Be honest with yourself, stand back and be realistic.
There are industry norms for certain skill sets and accountancy qualification levels and if you price yourself out of the market you may never find the opportunity you are looking for.
If the rise comes attached with a clear idea of how you can keep progressing up the accountancy career ladder and thus the salary scale, you should consider it very carefully.
Usually accountancy salary levels only increase in line with inflation, although exceptional candidates, as always, can command a premium for their expertise.
As a general rule firms will rarely increase salaries by more than about 10% unless the review goes hand in hand with a promotion, so securing a very high figure is unlikely.
If your firm will not budge on salary explore your market worth externally.
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