For Three Years, Why Didn'T The Team Get A Raise?

"Three years do not move, there are more opportunities for promotion and salary increase."

Why do we still have a sigh of "the spring of rising wages"? Why? Where is the problem? There are too many people in the job market like you. When you are applying for a job with an oversupply of talents, salary and salary adjustment will not satisfy you.

Therefore, you may work overtime every day, cooperate with the company to do all kinds of tasks, but as long as there is no sparse nature, the salary will not be pferred to make you feel reasonable.

"Three years do not move, there are more opportunities for promotion and salary increase."

This is a widely circulated sentence among university graduates.

According to statistics, as many as 70% of graduates will give up the "original match" in the "three year itch", and 59% of them will be promoted.

As a result, "three years' income doubled" has become a short-term goal for many people. However, three years later, some people's dream of raising wages has not been realized.

The promotion and salary increase is really far away from us. According to a questionnaire survey conducted by a certain organization to 70 enterprises, only 2% of the employees in the past three years have increased their wages by less than 5%, while the increase of 10% has accounted for 59%.

That being the case, why do we still have a sigh of regret that the spring of pay rises is not yet there? What is the problem?

You can do anything, but none of you did very well.

Maybe you are serious, but you are too ordinary.

The salary survey of a job search website has investigated the salary level and speed of various positions, and compared these jobs with the number of job seekers and the number of job seekers, and found a special phenomenon: the number of enterprises seeking jobs is greater than that of job seekers.

When the number of talents is in short supply, the starting salary will be high and the rate of increase will be fast. On the contrary, the number of applicants is greater than the number of enterprises seeking talent, that is, when the supply of talent exceeds demand, the starting salary will be low and the rate of increase will be slow.

People often say that "love can win" but in workplace, this sentence is not one hundred percent correct.

In many cases, work is too hard, not necessarily a promotion or a raise, but rather a big reduction, or even a loss of your job.

Don't expect to win others' affirmation by "hard work". The usual result is disappointing.

Fanosky Block, a career columnist, lists the three myths of overtime work that must be broken.

Hard work is the most discarded workplace advice.

People who really have opportunities for advancement will not be immersed in work all day. They will take time to create the image of "companies can not live without him".

They will jump away from their daily work scope, understand the overall operation of the company, observe key people and learn, find like-minded partners, build relationships and expand their influence.

Overtime work is not guaranteed by the boss.

The boss will only be more worried about you, and worry about whether you can shoulder the responsibilities of the present job. In the future, it will be impossible for you to put more important responsibilities on your hands.

Overtime work will only make you lose promotion opportunities.

Don't be led by your nose. If you can't cope with your present job, it will be hard for you to persuade your boss to leave the opportunity for advancement.

Of course, there will always be urgent times. We must work overtime to complete the work within the deadline, but we should not become normal.

Ordinary people sharpen their heads and rush to crowded hot jobs. Their common points are that they do not need to have professional thresholds, nor do they need special certificates. They dress beautifully and beautifully, sitting in offices, blowing air conditioners and doing things on computers, with little change and little pressure.

For example, clerks and administration.

This kind of work is highly regular and basically unchanged. Even those with expertise will become ordinary talents.

On the contrary, engaging in some technical and professional jobs, such as salesmen, accountants, etc., can highlight your scarcity and make it easier to see your outstanding achievements in your work.

This kind of talent is dependent on the boss. Because you are worried about your movements or your opponent is picking up corners, you will be offered to help you adjust your salary.

"Workplace convenience stickers" refers to those who are highly cooperative in their work and are busy dealing with routine affairs, but their work results are often ignored by their bosses.

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Because of their low seniority and lack of working experience, they are often required to undertake various kinds of chores.

As time goes on, although we have a deeper understanding of the definition of our work, it may have become a way to deal with it. Even if we often have to "try to make it difficult", we do not want to say "No" and hurt our friendship.

Another kind of person may be the environment and personality. They do not like to conflict with others, and abide by the principle of "more things than one thing", so they will not refuse others' requests.

This type of people lacks concentration in their work and is not clear enough about their work arrangements and plans, so they can not concentrate on their work efficiently.

In addition, such people generally do not think about their own career development, have no clear direction of career struggle, and are more easily influenced by others and the environment.

Therefore, a leader of a workplace who does not even have a definite idea will be reused, not to raise his salary.

People in the workplace naturally hope that the higher the salary is, the better the company will be.

It is difficult to achieve a win-win situation.

Many people believe that if I do my job well and improve my performance, the company will definitely give me a raise.

So the newspaper said, "it's a golden morning glow", waiting for the company's raise.

Maybe the company will give you a raise, but the rate of pay increase will not necessarily meet your expectations, or even the time of raising salary is not as early as you expect.

Therefore, we must ask for a pay raise and take the initiative to attack.

But it should be noted that before raising the salary to the company, it is necessary to have a correct estimate of the actual value of the company.

Be sure that you are not being denied the opportunity to get a raise because of poor performance. Think about what projects you have excellently completed, which jobs you can improve, and what contributions you can make for the company in the future.

You know, success at work is the foundation of your salary increase. You have to ask your boss to know that you deserve a raise.

And it must be from a company's point of view. If the company thinks you don't have the value of a raise and you ask for it, it will be a tragedy. If a company cuts people, it will definitely give you priority.

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