How to Get an Increase in Salary: The Diagnostic Questions you need to ask
Ask the right salary negotiation questions, to get the increase in salary you want!
Diagnostic questions are the cornerstone of interest-based negotiation strategies and tactics. Asking the right questions can help you see the increase in salary and benefits that you want.
The types of salary negotiation questions you need to ask are simple—who, what, where, when, why and how. Though simple, these questions reveal powerful insights about hidden interests. These insights can greatly increase your chances of getting what you want.
Diagnostic questions reveal the needs, wants, priorities, fears, and limitations your boss has. Rarely do our superiors lay all their hands on the table when talking salary negotiation. But by asking the right questions, you can uncover them. This helps you stand a better chance at increasing your salary, while still keeping your boss happy.
Diagnostic questions are particularly useful to women. Women too often experience gender “blow back” when asking for something for themselves. But when they know what their bargaining partners really want to accomplish, they can better advocate for themselves. This helps women lead with benefit, making the salary negotiation seem more collaborative.
Our bosses generally want the same things we do. They want to be effective in their jobs, avoid conflicts, stay within budget, please their bosses, and chart a path to promotion. During times of economic uncertainty, they're also just focused on keeping their jobs. How they plan to accomplish those goals, however, is as idiosyncratic as the ways in which we wish to fulfill our own needs.
Here are some tips on how to ask for a raise by using diagnostic questions. Diagnostic questions attempt to assess your boss' interests, so you can see the increase in salary you want. Start off by asking:
“How’s business?”
This is an amazingly productive question. Think about it: We’re recovering from the worst pandemic in world history since the bubonic plague. Though unemployment is up, there’s a labor shortage. This means you’re likely working beyond your job description, with fewer resources, and for less money. Many of my clients’ promotions and raises were delayed beginning in the Spring of 2020, and many companies are just letting that delay ride. However, I know you're working harder and longer. You’re driving significant revenues, saving costs, and keeping your teams motivated. You more than deserve an increase in salary.
Anecdotally, I’ve heard that even though revenues plummeted in 2020, so did costs. This particularly applied to the enormous reduction in travel costs. A major pharmaceutical company reported its profits were up, despite its less than stellar revenue stream. This was simply because costs were so low. The question “how’s business” could easily result in a similar response. “We’re doing better now than before the pandemic."
Then you dig deeper.
“I’m happy to hear that. What do you attribute our success to?"
This approach is not only flattering, but it also requires a well thought-out response. Listen, and keep on asking diagnostic questions. You want to get the full picture of the business success your company is experiencing. Persistence will pay off either in information you can use to justify a raise (“So, business is great—but I haven’t had a raise in five years,”) or in an admission that business, frankly, blows. And in that case, move on to:
“How can I help?”
I’ve been in the business world for nearly 40 years now, and I can safely say I've never heard anyone turn away help.
However, I have heard, “There’s nothing you can do to help, but thanks for asking.” This response is typically offered to avoid either a painful topic or an extended conversation.
If the former, do what all negotiators are taught to do at the commencement of any deal. Begin to create an atmosphere of hope and safety.
“I know it may seem as if I can’t personally help, but I’ve got an entire division of potential help at my fingertips.” That offer suggests that there is hope for a solution. The modesty of your proposal signals a genuine desire to be of assistance, which is an early building block of trust and safety. If you're on the hunt for tips on how to ask for a raise, asking "how can I help" and digging deeper, will set you up for success. Once you make it to this point, dig even further:
“What resources would you need to crack that nut?”
Here’s where you really get into the good stuff. You're subconsciously beginning to help your employer problem-solve, by breaking the dilemma into manageable pieces. Whether it’s a human or material resource problem, you can offer to call in favors or simply to brainstorm possible solutions.
You can also try:
Who do you believe might be able to help us accomplish that goal?
What interim steps are necessary to fulfill those requirements?
When does management need the plan, and who can greenlight it?
Why has management decided we need to meet these goals in so short a time?
Where might we look for help in getting this job done?
Listen very, very carefully to the themes and problems your negotiating partner brings up over and over. Is it budget constraints? A problem department or employee?
“What Do You Think About This?”
After you’ve diagnosed your superior’s interests—including obstacles to their fulfillment—offer up your own proposal. This should justify an increase in salary for you, while also satisfying your company's needs.
For example, “I’ve got an excellent relationship with your superior’s brother. In fact, we’ve been friends since the late ’90s. I rarely tap my friendships for business advantage, but I can see us acting as a team to get us both what we’re looking to accomplish here. I want to move into a leadership role and you want to incentivize your boss to pull that obstacle out of your way."
"What do you think? Would teaming up make sense?”
If you don’t have people resources, by all means think hard about developing them. You can also use your underused skills to help solve a superior’s or department’s pressing problems. "I know my current job doesn’t require me to use my IT management skills, but they saved my last company about 20% annually when I helped with company training. I could use your help in accessing clients more often and assignments that are more likely to advance me to the next level.”
By simply engaging in a problem solving conversation, you have put yourself on the company’s side of the table. You and me has become we. You’re a partner in the solution, and a willing and able resource in the problem solving process. In a win-win scenario, you’ve made yourself an indispensable partner in fulfilling the company’s needs and your goals at the same time.
These questions can be adopted as an opening negotiation strategy in just about every circumstance. These tips on how to ask for a raise will work whether you want an increase in salary, a promotion, more flex time, or additional training to advance in the organization.
To learn more, check out our free list of diagnostic questions to increase salary, set prices, and ask effective salary negotiation questions at SheNegotiates.com.