Assess the skills and experience you have gained during the year. Your skills and performance are what the employer pays for, so the more the better.
Have you been given more work or fewer but more qualified tasks? All changes may have a long-term impact, even if they are minor. Write down what you do today that you did not do a year ago.
Employees should be paid individually for their own performance and not in comparison to others. Think about a realistic salary increase that matches your performance and skills. Keep in mind that you can also negotiate other benefits, such as a company car or more vacation days.
Did your manager, your customers or your colleagues show appreciation for you doing a good job during the year? Compile the feedback and in which context you received it, and use it to objectively describe how you are responding to the requirements that have been imposed on you.
Our members have access to our unique engineering salary statistics, so you can compare your salary depending on experience and position. Add information from your local elected representatives to get a realistic picture of what to expect.
Describe how you think your work content has increased, what you have done and the market salary situation. Also record how well you feel you have fulfilled the goals and met the requirements that have been set for you. Feel free to ask your boss to comment on your arguments.
Emphasise that you regard salary as a grade. If you receive a lower salary than other engineers with similar skills and experience, this indicates that the manager is not satisfied with your efforts. Ask for concrete suggestions on what you need to do to improve your salary development.
Present your salary proposal in the form of a specific figure. If you leave a field as a salary proposal, you will probably end up in the lower part.
The basis for your fixed monthly salary is your regular working hours and, according to collective agreement, overtime should be compensated for in terms of cash or free time. If you have overtime, you should therefore include the extent of it in your salary dialogue.
During the dialogue, negotiate on other issues such as holiday days, working hours, funding for training, pension contributions or company car.
After your salary dialogue, you will benefit from evaluating the dialogue yourself. Do you have a salary that you feel matches your performance, skills and market situation? Think about what went well in the conversation and, if something went less well, reflect on what you can change to improve your salary development.
If you and your manager do not agree on your salary development, it is important that you find out the reason. Why is your boss not willing to raise your salary as much as you want? Do you have reasonable expectations of salary increases?
If you do not share the manager's assessment and explanation regarding the salary you receive, it is important that you state this. Employees also have the right to know what they can do to change future developments.
In the end, the employer sets salaries and, unfortunately, there is no pure justice. If you are not satisfied, there is no way to force them to give you a higher salary. Instead it might be time to start looking for a new employer who values your skills better.
If you would like to discuss the matter, contact your local union association first - they have the best picture of the salary situation at your particular workplace. Or call our advisory services on 08-613 80 00.
Do not underestimate the value of preparing yourself for your salary dialogue. Do not wait until you are sitting down with your boss, prepare in advance. (In Swedish)
In three minutes, I will give you my best tips for how to succeed with your salary dialogue.
"My hands are tied, HR just won’t give me any more."
The salary dialogue is about salary development. Ask for specific suggestions and clear goals on what you need to do to improve your salary. Ask what has been budgeted for salary increases.
"This year it is 2.0% according to agreement"
Salary increases must be based on individual performance and contribution to operations. 2.0% is a central figure and a benchmark which the manager should be able to adapt to you as an individual.
"This year we are concentrating on younger employees."
Even if your employer or your manager wants to invest in a special group, your salary must still be based on your performance and your contribution to operations.
"You have been on parental leave."
According to the Parental Leave Act, no-one should be disadvantaged because they have been on parental leave. You are entitled to the same salary development as if you had been there.