But it can be helpful to remember that these aren’t strictly in your control. Yes, your performance and fit with the team goes a long way to securing a raise but there are often other hidden factors – budgeting, the general performance of the company, the visibility of your team among leadership – that aren’t in your control.
I find it helpful, then, to frame raises and promotions as primarily an employee retention strategy.
That they are “bets” placed by the company on what it’ll take for each employee to remain with the company and not move on or get recruited elsewhere.
It can be easy to feel let down by not getting a raise or promotion in any given cycle.
But it can be helpful to remember that these aren’t strictly in your control. Yes, your performance and fit with the team goes a long way to securing a raise but there are often other hidden factors – budgeting, the general performance of the company, the visibility of your team among leadership – that aren’t in your control.
I find it helpful, then, to frame raises and promotions as primarily an employee retention strategy.
That they are “bets” placed by the company on what it’ll take for each employee to remain with the company and not move on or get recruited elsewhere.
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