Scott Beagrie outlines the Seven Essential Habits you need to adopt to persuade those holding the purse strings to pay you more
There’s no shortage of self-help books promising sure-fire ways of securing a pay rise. Intended for the widest possible market, most take a rather glib approach to the subject – ‘find a good argument’, ‘identify key influencers’, ‘be confident’, ‘manage your boss’, ‘choose your moment to strike’ and so they go on.
For the seasoned HR professional, who has been around the appraisal and pay negotiation block several times already, they can only prove a bland and somewhat insubstantial experience.
So in the true spirit of one of the biggest selling self-help books ever, Personnel Today offers Seven Essential Habits for raising your visibility, winning friends on the line and influencing the board -- all with a view to improving the bottom line of your salary cheque.
1.Get a serious business qualification
A regular HR qualification may prove insufficient to open the right doors. Obtain an MBA as it will equip you with the strategic know-how to operate at board level. There is no statistical evidence to show its impact on pay, but, anecdotally, its potential to add to your salary is widely recognised. “If more HR directors pursued MBAs or Masters degrees to show they have a grasp of the strategic aspects of the business, they would undoubtedly improve their [financial] position,” says Mark Lamptey, a partner in the executive compensation division of Mercer Human Resource Consulting.
2. Reinvent yourself
Many businesses are going through periods of seismic change and there’s no better time for HR to hitch a metaphorical ride on its coat-tails and transform itself into strategic business partners/agents of change. If you want a working model of how this can be achieved, consider your colleagues in finance, where senior department heads have turned themselves from the chief bean counters of only a few years ago, into financial directors or chief financial officers involved in strategic planning. For extra effect, acquire a funkier job title such as people director to further stress the shift away from traditional process-led HR.