Picture this: you've been working diligently for the past year, hitting targets and going above and beyond your job description. The eagerly anticipated pay review meeting arrives, and the feedback is not what you expected – in fact, it's rather disappointing. You are not alone; according to a recent survey, nearly 40% of employees feel undervalued after their annual pay reviews.
Addressing a disappointing pay review is crucial for both your career growth and personal satisfaction. It's essential to navigate this situation effectively to ensure that it does not hamper your future progress. In this blog, we will walk you through practical steps for dealing with a disappointing pay review, offer emotional coping strategies, and help you explore options for improvement and advancement.
Initial Reaction and Emotional Management
- Acknowledge Your Feelings
The first step in managing your disappointment is to acknowledge your emotions. It is completely natural to feel a range of emotions such as anger, frustration, or a sense of being undervalued. Recognising these feelings can help you process them in a healthy manner.
Give yourself some time to cool off before taking any action. A cooling-off period allows you to gain perspective and prevents immediate, possibly regrettable responses.
- Avoid Immediate Reactions
It's imperative to maintain your professionalism even when you feel disappointed. Avoid making any rash decisions, such as quitting on the spot. Immediate reactions can have long-term consequences and might close doors that could have otherwise been open.
Analyse the Feedback
- Review the Pay Review Details
Take some time to thoroughly review the pay review details. Understand the criteria and benchmarks that were used to assess your performance. Look for specific areas where feedback for improvement was given.
- Self-Assessment
Compare how you perceive your own performance with the feedback you received. This self-assessment can help you identify any discrepancies. Gather evidence of your achievements and contributions which might have been overlooked during the review.
Seek Clarification
- Schedule a Follow-Up Meeting
Timing is key when requesting a follow-up meeting. Ensure that you choose a time when your manager is likely to be available and not overwhelmed with other tasks. Preparation is crucial – draft a list of questions and bring necessary documents to support your case.
- Conducting the Meeting
During the follow-up meeting, it's important to stay calm and professional. This will help in maintaining a constructive dialogue. Ask for specific examples and detailed feedback to understand where improvements are needed. Clarify the expectations and goals you need to meet moving forward.
Create an Action Plan
- Set Clear Goals
Defining both short-term and long-term goals is essential for improving performance and career growth. Short-term goals should focus on immediate steps for improvement, while long-term goals should outline your career trajectory.
- Seek Additional Training or Mentorship
Identify any skills gaps and seek additional training to address them. Finding a mentor within or outside your organisation can provide valuable guidance and support. Approach potential mentors with a clear idea of what you hope to gain from the mentorship.
- Regular Check-Ins
Schedule regular performance reviews to track your progress and make adjustments as needed. Proactively seeking feedback from supervisors and peers can help keep you on the right path and demonstrate your commitment to improvement.
Consider Your Options
- Internal Opportunities
Explore opportunities within your current organisation. Lateral moves can offer new challenges and prospects. Position yourself for future promotions or transfers by showcasing your achievements and potential.
- External Opportunities
Sometimes the best option is to seek new opportunities outside your current organisation. Update your CV and LinkedIn profile to reflect your skills and achievements. Networking is crucial in this process – leverage your professional connections to uncover potential job openings. Use effective job search strategies to find new opportunities without jeopardising your current position.
www.thorntonlegal.co.uk
Thornton Legal is a leading recruitment agency, working in private practice across Merseyside, Cheshire, Greater Manchester, Lancashire, West Yorkshire and the West Midlands. Main locations include Liverpool, Chester, Preston, Manchester, Leeds, Shropshire and the surrounding areas. At Thornton Legal we work with partners, solicitors, paralegals and legal assistants across a range of practice areas including (but not exclusively) corporate, commercial property, employment, litigation, private client, family and residential conveyancing.
