Monthly Archives: September 2012

Careers Advice, guest blogger, Happy work environment, management advice, Project management career progression

Five Things To Do Before You Ask For A Raise

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Salary negotiations are tricky. And this is especially the case when you have been with the same employer for a number of years. You are likely to have grown somewhat comfortable, happy even. What if they say no? Do you have to quit?

The longer you work somewhere, the more personal the threat of rejection is too. After all, your employers are likely to know you pretty well. Are you really not worth more money?

Unfortunately however, those who don’t ask, rarely receive. If you want a raise, you’re therefore going to have to man up and ask for one. Before you charge into your bosses office however, make sure that you first do the following five things.

Make Your Value Known

Were you caught sleeping at your desk last week or did you just land a major client? Your answer to this question should determine whether or not now is the right time to ask for a raise.

Clever employees only ask for a raise when they are at their most valuable. They wait until their purpose is clear. They wait until their absence would appear to be a major loss for their employer. What have you done recently to deserve a raise?

Write Down a Number

Do you know how much you are worth? Before even thinking about asking for a raise, you need to understand what a reasonable raise would be. Ask for too much and you can expect an immediate refusal. Ask for too little and you’re a chump.

Use one of the many salary calculators available online. Factor in your qualifications and experience and determine what people like you are making nationwide. Ask your co workers what they make, while being tactful, of course. If you’ve got a friend in human resources, call him.

Once you’ve established what you’re worth, ask for ten percent more. It pays to be strategic when it comes to salary negotiations. You also might just get it.

See Your Boss Smile

Your boss might act like a robot but he’s a human just like you. He probably doesn’t like Mondays and some day’s he probably has a hangover. Timing is therefore something that you want to have on your side.

You shouldn’t use this as an excuse to procrastinate for weeks at a time, but you also shouldn’t approach him when he’s screaming.

Ask Yourself What You Want

You want money. We all want money. But sometimes employers don’t want to give it away. They will therefore come up with other possible incentives. These can include a company car, better health insurance, more time off, a nicer chair.

If all you want is money, stand your ground. But it is worth noting that the more flexible you are in terms of what you want, the more likely you are to get it. And who wouldn’t want a month off?

Practice Your Rejection Speech

Finally, the biggest mistake that you can make when it comes to salary negotiation is to raise your voice. If your request for more money is turned down, a smile might be difficult, but it’s necessary.

Salary negotiation is not a one time question and answer session, it’s an ongoing process. If you are turned down today, there is no law that says you can’t ask again next month. In fact, your boss is likely to expect it.

Provided you are graceful in defeat and you don’t take insult in rejection, you can ask for a raise as many times as you like. Provided you are worth it, you will eventually get it. But if you start screaming, it’s game over. And you just lost.

Ed Smith is a well-known job consultant based in London who shares the details for those seeking  internal communication jobs  through his informative blogs.

CV Tips, CV Writing, Job Applications, Project Management, Project management CV, project management resume

Employment history – CV tips

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The main component of your CV should be the careers history – this is the section which allows you to really sell your skills and abilities. You should look to tackle this by summarising your role and then bullet pointing your remit, ensuring you contextualise the information. It is important for you as the writer to create a mental image for the reader to really get a grasp of what it is you actually do, job titles can be very misleading and I do not condone changing these in your CV so it is important to make sure you are making your description of the role as true to form as possible.

Here’s an example of a role and remit which is not ideal:

Project Coordinator                                                                                            

Duties: worked successfully within a project team that developed the best scheduling practices to meet client project plans easing project monitoring and control, making tracking of critical paths effective and preventive measures applied to them reducing lead times.

  • Working as part of a team within a fast-paced environment, focusing on delivering work to a high standard of client satisfaction
  • Assisting in planning, scheduling, resource requirements in compliance with industry, company and regulatory standards
  • Responsible for coordinating on site contractors/ subcontractors overseeing activities during the project execution phase

This description is weak as it reads like a job description, we get no real feel for the size of team, types of projects, what methods are used and generally it demonstrates a lack of real understanding for the role.

Now here’s an example which works:

Project Coordinator

Overseeing and coordinating the day to day running of multiple interdependent IT change projects by supporting project managers and senior managers. Responsible for monitoring and updating all project documentation and MI reporting

  • Reporting directly to the Senior Project Manager and supporting a team of 5 PMs in delivering interdependent projects
  • Providing an interface between the technical teams (3rd party suppliers) and senior management (internal), being the first point of contact for the provision of information on projects.
  • Ensuring that relevant management information is captured, analysed and presented via powerpoint presentations at monthly senior management meetings

These are snippets of job histories; you should look to include further information about what you do with more bullet points. Ideally you would look to perform a skills audit on yourself, list out everything you do along the project lifecycle and start to package these into relevant groups then start to formulate your bullets, ensuring you keep some context (types of projects, size of teams etc.)

Once you have written your most recent role, work backwards adopting the same formula but ensuring you do not just copy and paste details. Repetition is not good in CVs; if roles are very similar then you may decide to talk about different aspects of each role to provide some variety to the reader and also to cover all your competencies. Ideally you would look to have a “master” copy of your CV including everything you have done – you can then strip out irrelevant pieces of information to tailor your CV to specific roles, making applications a little easier for yourself and ensuring you are sending a CV which meets the role criteria.

Careers Advice, Collaborative working, Friday Snippet, Happy work environment, identifying weaknesses, News

Transforming yourself in the work place – Friday snippet

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Being good all the time can be hard work and sometimes you feel it is hardly worth the effort but if you could wish away a few of your bad habits – how different would your work life be? We all have colleagues with annoying traits and if you don’t then you may well be the one with all the bad habits! Here I have listed a fun way to identify and manage them:

  1. Identify – find out what your habits are and which are less than attractive, ask your colleagues to write down 3 of your habits which they find aggravating, fold them up and place them into a bowl. Once you have them all (now this is important) do not take them to heart as you are actively looking to remedy the habits, by being proactive you are taking the right steps to a happier work environment. Now compare all the results and pick the 3 most popular to work on. To make this an inclusive and more fun exercise – why not ask everyone to do the same.
  2. Penalty – having identified your 3 bad habits you then need to set a penalty for each time you do one of them. A “swear box” for want of a better phrase, can be used. Set a fixed penalty cost for each habit.
  3. Replace – it is a common theory that to lose a bad habit, you should look to replace it with a good habit. Find something else you can do which is positive and helps to fill the void.
  4. Reward – at the end of a set period of time, say a month or two – take the penalty cash and go buy cakes for everyone. If it is a large office with everyone involved and a fair few colleagues are being fined regularly then the collection may be worthy of buying lunch in or a drinks kitty in the pub one evening.

Often we are unaware of our habits or unaware that they annoy others so it is important to highlight them and address them – this type of activity can be a real team building exercise and if facilitated professionally can really help build a much happier work environment for all.

Networking, News, No, Project Management Events, Risk Management

Free Risk Management event – Every CIO’s Guide to Managing Risk

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Hub Events are next week offering an opportunity for IT professionals in senior roles or IT service management, or who are involved in IT or software projects to join in a risk management seminar.

The free 2 hour seminar promises “to take an objective look at the risks associated with IT applications and software projects, and offers practical guidance on how you can reduce risks and maximise your chances of delivering business benefits.

It will provide you with an essential guide to the core principles of good risk mitigation for IT transformation programmes.”

When: 20 September 2012, 2pm – 4:30pm Manchester

Where: Manchester – Double Tree by Hilton

How to book: click here

Case study examples will show how market leaders:

  • maximise the efficiency and effectiveness of application portfolios
  • manage the risk of legacy IT systems
  • reliably deliver the desired business outcome from software projects
  • ensure value for money from software development budgets;
  • realise the benefits of adopting an agile approach to enhancing and developing software.

“Practical sessions allow participants to gain a good understanding of how these principles can be applied in their own organisation. Attendees will go away from this event equipped with the know-how to address the key risks to IT systems performance and visibly improve the value IT delivers to their organisation.”

This should be an interesting event and a good opportunity for networking with likeminded professionals in the IT field around Manchester. I shall be there and I am particularly looking forward to the interactive sessions which I feel tend to be the most beneficial parts of such events.