Damon (fictional name, but a true story) is in his 30s, Engineer, and an overall clean-cut guy. He’s been with the company for about a year and has been persistently asking for a meeting to discuss his performance—essentially, he wants a raise.
When he finally sat down across from me, he looked nervous. I had asked him to do a self-evaluation first, so I could see how he viewed his own performance and compare it to my own assessment. After going through his evaluation alongside mine, I asked him a simple, straightforward question:
“What do you want?”
I genuinely wanted to hear his answer. But his face went blank, as if I had just asked him to explain the meaning of life or build a nuclear reactor. He didn’t have an answer.
After a few moments of uncomfortable silence, he finally muttered, “More money.”
Alright, we’re getting somewhere.
“Okay,” I continued, “What position are you aiming for in exchange for ‘more money’?”
He hesitated before saying, “Project Manager.” His voice lacked conviction, his words heavy with doubt.
“Alright, by when?” I asked.
… Silence…
The discomfort in the room was palpable—I could practically taste it.
“Three months… or maybe six months?” he finally responded, his voice uncertain.
I shook my head. “That’s a big difference, Damon. Which is it?”
“I don’t know,” he mumbled, eyes glued to the floor.
This conversation was going nowhere—for both of us. He wanted more money but had no clear idea of what he was willing to do for it, no timeline, no plan. I wanted to help him grow, but without his own vision or direction, I was stuck.
It was a stark reminder: If you don’t know what you want, no one can help you get there.
Asking for a raise can be nerve-wracking for employees and challenging for employers. But it’s an essential part of occupational wellness, as fair compensation directly influences job satisfaction, motivation, and overall well-being. Here’s a look at both sides of the conversation and how it impacts occupational wellness.
Perspective 1: Employee’s Viewpoint
1. It’s About Recognition, Not Just Money
- Why It Matters: Employees see a raise as recognition of their hard work, skills, and contributions. It validates their role and importance within the organization.
- Occupational Wellness Impact: When employees feel valued, they experience higher job satisfaction, increased motivation, and overall well-being.
2. Self-Worth and Confidence
- Why It Matters: Asking for a raise is often about standing up for oneself and feeling confident in one’s abilities and worth.
- Occupational Wellness Impact: Successfully negotiating a raise boosts self-esteem and confidence, enhancing emotional well-being and job satisfaction.
3. Financial Stability and Security
- Why It Matters: A raise improves financial wellness, reducing stress and anxiety related to personal finances.
- Occupational Wellness Impact: Better financial stability leads to improved focus and productivity, as employees are less distracted by financial worries.
4. Fear of Rejection or Retaliation
- Why It Matters: Employees may fear damaging their relationship with their boss or even risking job security by asking for more money.
- Occupational Wellness Impact: These fears can lead to anxiety, stress, and job dissatisfaction if not addressed in a supportive work environment.
5. Career Growth and Development
- Why It Matters: Asking for a raise often ties into career advancement and growth within the organization.
- Occupational Wellness Impact: Employees feel more engaged and motivated when they see a clear path for growth and progression in their careers.
Perspective 2: Employer’s Viewpoint
1. Balancing Budget Constraints and Employee Satisfaction
- Why It Matters: Employers must balance financial constraints with the need to fairly compensate employees.
- Occupational Wellness Impact: Approving raises improves employee retention, morale, and productivity, but budget limitations can create challenges.
2. Recognizing and Retaining Talent
- Why It Matters: Employers want to retain top talent and keep them motivated, and fair compensation is crucial for this.
- Occupational Wellness Impact: Offering competitive salaries helps reduce turnover, maintain team stability, and promote a positive work culture.
3. Setting Precedents and Maintaining Fairness
- Why It Matters: Approving one raise can set a precedent, leading other employees to request raises as well.
- Occupational Wellness Impact: Employers must balance fairness and consistency to maintain team morale and avoid resentment among employees.
4. Evaluating Performance and Merit
- Why It Matters: Employers need to ensure raises are based on performance, productivity, and contribution, not just tenure.
- Occupational Wellness Impact: Fair evaluations promote a culture of meritocracy, encouraging employees to excel and grow within the company.
5. Open Communication and Feedback
- Why It Matters: Employers may find it challenging to communicate reasons for approving or declining a raise request.
- Occupational Wellness Impact: Transparent communication fosters trust and respect, ensuring employees feel valued even if the raise request is declined.
Conclusion: Bridging the Gap for Better Occupational Wellness
- For employees, asking for a raise is about self-worth, financial stability, and career growth.
- For employers, it’s about budget constraints, talent retention, and fairness.
To enhance occupational wellness, both parties need:
- Open communication – Honest and transparent discussions about performance, expectations, and compensation.
- Clear criteria and guidelines – Defined policies for raises to ensure fairness and consistency.
- Mutual respect and empathy – Understanding each other’s perspectives builds a positive workplace culture.
Final Thoughts
When approached with empathy, transparency, and fairness, conversations about raises can strengthen workplace relationships and enhance occupational wellness for both employees and employers.
What happened to Damon you ask? Stay tuned…..the ending has yet to unfold.
