Asking for a raise is always a tricky exercise. Maybe even more today. Collectively, salary negotiations should be less interesting than last year. In a statement made to AFP, the president of the federation of banks within the CFTC union indicated that “the trend is not good for employees”. According to the same source, individual increases should not be too shaken by the economic situation. However, 2025 then 2026 will see the emergence of new mechanisms. A modification of value sharing, now imposed on medium-sized companies (from 11 to 49 employees) firstly, then the arrival of salary transparency secondly.
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In the meantime, there are still levers to activate on an individual level. But to highlight your requests, a short review of your business experience is necessary: “When an employee addresses the question of remuneration, he must concentrate on what he can bring to the company,” recalls Sacha Kleynjans, founder of Ferway, a compensation management platform. “It is more effective to cling to your skills and successes when negotiating,” he continues.
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The sense of timing
The moment when we ask for said increase can change things completely. “You cannot ask for an increase at any time,” analyzes the compensation expert. It is important to find out, internally, about the periods when increases are decided.
Generally, these periods take place “from November to February”, adds Sacha Kleynjans. Also, the annual appraisal interview or a significant period of seniority are good times to discuss pay slips.
Aim for other benefits
Today, the notion of an increase goes beyond a simple fixed salary. It includes benefits such as a bonus, training, and the implementation of teleworking. “The meaning of work, flexibility and pay-as-you-go, such as sporting activities or benefits linked to parenthood, are becoming more and more important,” observes the expert.
An evolution in line with the aspirations of workers, now focused on balance between professional and personal life. It is then crucial to define ambitions that match your business successes, as Sacha Kleynjans reminds us: “A reward must always correspond to a concrete reality. A successful project by an employee deserves a bonus, while a job extension will more easily justify an increase in fixed salary. » Failing to be able to put butter in the spinach, there are other consolation prizes to seek from your employer.
