How To Ace a Performance Review

A performance review is a performance evaluation and development discussion performed by a manager regarding an employee. The process is sometimes referred to as a performance appraisal. And is a method of exchanging the job performance of an employee in a documented fashion.

Typically, this is a way of the manager evaluating an employee’s work performance, identifying strengths and weaknesses. And offering feedback on performance. Lastly, it’s a great way for the manager and the employee to set goals for future performance. Often, these goals can lead to internal promotions or salary increases.

What is a performance review meeting like?

Most companies choose to have annual performance reviews. And others choose to perform reviews every 6-months. This depends on the work culture and status of the business. Most commonly, a performance review will last about 60-minutes, where the manager and the employee have the opportunity to exchange ways to improve. Covering “what went well” and “what didn’t go so well.” Over the time period between the last performance review.

Generally, it’s best to be mentally prepared to accept performance feedback in these meetings. And be ready to accept new challenges. Rather than interpreting feedback as pessimism. Employees who come into these meetings with optimism and a willingness to be challenged often exceed expectations of the meeting.

3 Techniques to Ace a Performance Review

Here are three tips to make sure you ace an upcoming performance review.

Tip 1: Come prepared with a self-assessment

Great leaders are always looking for feedback. The best managers are those that enter into a meeting and ask, “How can I help?” Rather than dictating what the team should be doing. And how they should be doing it. In fact, even better leaders ask, “What can I be doing better?”

In this same fashion, it’s best for employees to perform a 360-review of themselves before entering into the performance review. Spend time thinking through what went well, what didn’t go so well, looking at prior performance goals, and considering new performance goals. Or if a specific instance comes to mind where you felt you truly “dropped the ball,” then come prepared with that example. And how you are planning to constructively prevent that situation from occurring once more.

The purpose of coming prepared isn’t to “do the manager’s job” for them. It’s to be collaborative and proactive in the discussion. A great manager will want to know where your passions lay. And how to better address those. And simultaneously meet the needs of the company.

A formal performance appraisal (performance review) might be a long one-page document. It’s not necessary to create one of these. Instead, make a few bullet points for the manager to review with you in the meeting. In otherwise difficult scenarios, like when performance is waning, an employee who recognizes their lack of performance is often provided with more flexibility.

Those entering into their first performance review might not have a prior review to utilize when preparing. Then consider initial job interview answers as a starting point. For example, why you wanted to work at the company. And how that was addressed in the first job interview.

Tip 2: Ask for more feedback

It’s not uncommon for a manager to be extremely pleased with an employee’s work performance, to the point where there might not be enough for them to divulge something to improve upon. And while this might seem like a great thing. It opens the door for future miscommunication and performance challenges. A great way to make sure that the manager has something to share is to ask them to review your performance the moment they see an opportunity.

Let’s walk through this. In the meeting, it’s best to inform the manager something like the following. Saying, “I’m very pleased that my work has been sufficient here. This job is significant to me. And I’m happy that my team is pleased with how I work. And the work we are accomplishing together. Though, I am always hungry to learn and develop. With that said, please tell me how I can improve when you see something, even if it’s not recorded on our performance review. I would like to know. And will work hard to improve.”

Here are some questions to ask if the manager isn’t providing enough:

• Are there any ways my communication can be improved?
• What can I be doing “more of” for the company?
• What can I be doing “less of” for the company?
• Is my work impressing our senior management?
• Has my work made it easy for you to do your job?

The manager might not take this offer up. And might respond with something like, “Nothing comes to mind.” But it’s important that the manager is aware you are looking for feedback. And it’s important that the request for feedback is honest. All great employees are hungry for feedback. It can be hard not to take this feedback with too much severity. And feel emotional about it.

A great mental trick to overcome this is to manage your own expectations. And be unhappy when there is no feedback to work on. Make that mental shift to be unhappy about a potentially good thing. And happy about more to work on.

Tip 3: Great communication is essential in this meeting

Great communication is always vital in the workplace. But during these meetings, it’s even more important. Follow some of these simple steps to make sure communication is clear during these meetings:

• Let the manager lead the meeting. Listen and ask questions more than speaking.
• If confused about particular performance goals, ask questions. Don’t guess.
• If the performance goals relate to company objectives, use this meeting as an opportunity to learn more about the business trajectory and quarterly objectives.
• Don’t bring up topics unrelated to performance. For example, stay away from discussing projects. Or issues with other employees. This meeting should be about you and the company. And nothing else.
• Don’t bring up increases in salary or promotions in this meeting. A performance review is the first step in asking for a promotion or a raise. Wait until the meeting is over. And it has been confirmed that your personal performance has exceeded expectations.

By following these communication tips, the meeting will be more focused. And the manager will feel like you’re practicing active-listening skills in this meeting. Keeping the 

If feeling underutilized or undervalued, address that with the manager toward the end of the discussion. Saying something like, “I’m happy that my performance has exceeded expectations. I feel like I can bring more to the company and I’ll be looking for those opportunities in the future when they arise.”

This can be a great way to initiate discussions about salary increases or promotions. But at a later date and separate meeting. A positive performance review doesn’t secure an immediate promotion or salary increase. Often, these are only available after the quarterly or annual budgeting performed by the operations team. Consider the performance reviews a “check-in.” And a precursor to a potential salary increase.

Always thank the manager for their time. A performance review can be cumbersome for managers. And great managers spend time considering how they can help you. And how you can help them. Send them a thank-you email after the meeting. And suggest an understanding for the time and effort spent considering ways to improve together.

Good communication will encourage relationship building and teambuilding between yourself and the manager. And can be a vital aspect of having good working chemistry, allowing for more honest and open discussions in the future.

Patrick Algrim is owner of Algrim.co. And is a Certified Professional Resume Writer (CPRW), NCDA Certified Career Counselor (CCC), and general career expert. Patrick has completed the NACE Coaching Certification Program (CCP). And has been published as a career expert on Forbes, Glassdoor, American Express, Reader’s Digest, LiveCareer, Zety, and many more.

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Pros and Cons of Unlimited Vacation Time and Other Perks

When you’re negotiating a job offer, salary is important, but benefits and perks matter too. After all, there’s a big difference in your quality of life and overall happiness if you have two weeks of vacation every year versus four weeks.

Some perks can add up to significant savings: If your company pays for you to join the gym of your choice, you can cut hundreds or even thousands of dollars from your yearly personal budget.

So it’s wise to consider both your annual salary as well as perks and benefits when reviewing job offers. But make sure to really think about each perk, too. Ask yourself: Why is the company offering it? Try to assess if it’s a perk you’ll actually use. Discover four perks that may sound good on paper, but aren’t necessarily a big win for employees.

Perk #1: Unlimited Vacation

Anyone who’s ever done elaborate math to carve out a holiday that doesn’t revolve around spending time with family around the holidays or attending weddings knows that it’s always better to have more paid time off. Some companies offer unlimited vacation days, so employees don’t have to perform this elaborate calculus.

The potential downside: American workers are really bad at taking their vacation days. According to a Glassdoor survey, the average employee only take 54% of their yearly allotted time off. Unlimited vacation time sounds generous, but employers can be fairly confident that most of their workers won’t take advantage. The lack of clear framework, along with potentially differing management styles from department to department, can make employees uncertain what amount of days off are permissible.

If you get a compensation package that offers unlimited vacation time, consider asking how much time off employees typically take. Speak to your manager early on in the year to map out your planned days off. And make sure you take at least as much time off as you did in your previous job. Keep in mind that unlimited vacation days means you won’t be paid out for unused vacation days when you leave the job, and plan accordingly to use days well before you give notice.

Perk #2: Free Lunch

At some companies, it’s common to offer free lunch each day. This perk offers employees an obvious savings in either the time spent packing a brown bag lunch or the cost of buying a daily meal.

The potential downside: Ever heard that old saying about how there’s no such thing as a free lunch? It’s true in this case, too. When you get a free meal from your employer, what you likely sacrifice is choosing what you’d like to do during your lunch hour, whether that’s a trip to the gym, an hour’s worth of errands, or just a break from being around co-workers and in the office building. The company offers free meals for a reason. Effectively, more employees are now having “working” lunches, which can lead to increased innovation. And, eating at the kitchen one floor down probably takes up a lot less time than if you went out to lunch or even ate at your desk while reading online.

Perk #3: Beer on Tap

Free beer at work? Frequent happy hours paid for by management? Again, this is one perk that sounds incredible. One reason companies offer this perk is to encourage a strong community among employees. Much like free meals, social events with free drinks can also encourage staffers to stay later in the office, too.

The potential downside: For parents—or any employee with a vibrant circle of friends—these social events can be frustrating, rather than fun. Attend, and you’ll miss out on time spent with friends and family. Skip the events, and you’ll miss potential work breakthroughs or career-further opportunities. If this perk is on offer, consider trying to encourage the HR department to make some social events family-oriented (like a Saturday employee picnic or BBQ) so you can more easily attend. Or, prioritize attending a certain number of drinks-focused events each month, and leave early.

Perk #4: A Free New Phone and Paid Cell Phone Service

This is another perk that offers employees significant savings: new smartphones costs hundreds of dollars and a monthly plan can easily run to $1,000 a year.

The potential downside: A free phone comes with the demand (or, at the very least, an expectation) that you will be on call. That means answering emails after dinner, addressing issues during the weekend, and taking calls even on days off.

The Bottom Line

Some perks sound better in theory than they are in reality. Evaluate your job offer thoughtfully, considering all the reasons an employer is offering a perk, and what effect the perk will have on your day-to-day life and happiness.

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Top 20 Things To Do When You Lose Your Job

One of the worst things that can happen from a career perspective is to lose your job. That’s especially true when it’s unexpected and not your fault. On the flip side, one of the best things that can happen from a career perspective is to lose your job, even when it doesn’t feel like anything remotely positive at the moment.

Even though it hurt at the time, for me, unexpectedly losing my job gave me the push I needed to move my career down a different path. I might not have done it that soon, or at all, without the impetus I got from hearing that I had lost my job.

It’s emotional and traumatic to be laid off, and even worse to be fired. You’re out of work, you’re out of a paycheck, and you will lose the bond you have with your co-workers because it won’t ever really be the same again even though you’ll promise to stay in touch. It’s painful.

Give yourself some time to mourn a bit, especially if you loved your job. It’s a loss, and giving yourself some time and space to grieve will help. Then you need to get practical and do your best to get over it. The quicker you get a job search up and running, the faster you’ll be thinking about your new job instead of the one you lost. Here’s what to do next.

What To Do When You Lose Your Job

File for unemployment.

If you lose your job through no fault of your own, you should be eligible for unemployment. Depending on the circumstances, you may be eligible even if you were fired. Here’s what you need to know about filing for unemployment.

Check on health insurance options.

Check with your manager or your Human Resources department on options for continuing health insurance coverage or investigate options for getting a new policy to cover you while you’re out of work.

Figure out what to do with your retirement plan.

What happens to your retirement plan varies on the type of plan you have. Here’s information on what happens to your pension plan and what happens to a 401(k) when you leave your job.

Work on a personal budget.

Your unemployment check is going to be less than your paycheck, so think about how you can save some money. It’s also going to last for a much shorter time because many states have cut back the number of weeks of unemployment they provide.

Create a job search plan.

It’s much easier to job search when you have a plan in place. You don’t need to use every resource that’s available. In fact, you’ll be overwhelmed if you try. Instead, start with a streamlined back-to-basics job search and start with the leading job sites. They might be all you need to get hired, and you can always expand your job search if you’re not moving forward as fast as you’d like.

Google yourself.

Search for your name on Google to see what potential employers are going to view when they check you out. Make sure everything that comes up in the search results is appropriate. The “grandma rule” applies here. You don’t want hiring managers or recruiters to see anything that you wouldn’t want your grandmother to see.

Clean up your social media accounts.

Your social media pages are probably going to be on the list of what shows up when you search for yourself. Be sure that all your posts are fit for the public to see. If not, clean them up and adjust your privacy settings. On the flip side, it’s important to have a solid social presence for many jobs, so be sure you’re making the best impression.

Revamp your resume.

Before you start applying for jobs, take the time to update your resume. Your resume is going to be read by the applicant tracking systems (ATS) that employers use as well as by hiring managers. Be sure to include your most relevant skills and match your qualifications to the job. That will give you the best shot at getting selected for an interview.

Update your LinkedIn profile.

If you’re applying for professional positions, you’re going to be checked out on LinkedIn. Update your LinkedIn profile, making sure all the information matches what is on your resume. Here are simple steps for making a better LinkedIn profile.

Connect with your network.

This is a good time to connect with your network. Use LinkedIn, your college alumni network, and your professional and personal networks to help your job search. Ask your connections to let you know if they come across jobs that would be a good fit.

Get references.

While you’re connecting with your network, consider who would be good to use for a reference. That’s especially important if you were fired. Line up a few references now, so they can expect a call when you start interviewing. Here’s who and how to ask for an employment reference.

Check job listings.

Now that you’ve got many of the pieces of the job search puzzle in place, start checking out job listings and applying for jobs. Use job search engines like Indeed.com to get job postings from many different online sources with just a few clicks.

Focus your job search.

Use the advanced search options to focus on job listings that are a match for your interests and skills, and in a location where you want to work. Don’t waste your time applying for jobs that aren’t a good fit. This is a competitive job market, and if you’re not qualified you aren’t going to be considered.

Write targeted cover letters.

Don’t skimp when it comes to your job applications. Your cover letters need to make a compelling case as to why you should be hired. Use your cover letters to show the reader, at a glance, why you are the best-qualified person for the job. Here are tips for writing a cover letter that will get read.

Find out what you’re worth.

You’re most likely going to be asked about salary when you interview. Your salary history is important, and so are your salary expectations. Do you have a minimum amount that you need to get by? What should be you be earning?

Use salary reports, like those offered by PayScale.com, so you don’t sell yourself short if an employer is looking to hire cheap. Be prepared to negotiate salary, so you can ensure what you agree to is fair.

Get an interview outfit (or two) ready.

Expect to have at least a couple of interviews for every job you apply for. Some may be on the phone or via video. Others will be on-site, so be prepared to dress appropriately for the job and company you’re interviewing with. Here’s how to choose an interview outfit that’s a good match, and what to wear for a Zoom interview.

Practice interviewing.

The best way to prepare for an interview is to practice, practice again, and then practice some more. Review the most common interview questions employers ask, so you’re prepared to answer.

Check out these tips for how to prepare for a job interview so you make the best impression. Be prepared for a virtual interview – many employers are moving the hiring process online. Also be prepared to answer interview questions about why you left your job.

Say thank you and follow up.

Manners matter. In fact, they can make a difference in whether you get a second interview or even a job offer. Take the time to follow up and thank your interviewers. Here are sample thank you notes and email messages you can tailor to fit your own circumstances.

Don’t get discouraged.

You are probably not going hear back from more employers than you expected. Unfortunately, many companies don’t bother to notify applicants who weren’t selected. The interview process may be much longer than you anticipated.

You may be asked to interview three or four, or even more times, before a hiring decision is made. Expect this to take a while, and try not to feel down if you don’t get hired right away. It’s not you—the employer is looking for the candidate who is the best fit. It’s better, even though it may not feel that way, not to get hired than to have a job that doesn’t work out.

Don’t be afraid to ask for help.

Finally, and most importantly, don’t be afraid to ask for help. Friends and family will be glad to assist, but they can’t if they don’t know that you need assistance.

Whether you need a loan, a ride, a babysitter, someone to proofread your job application materials, or an outfit to borrow to wear to an interview, don’t hesitate to ask.

Related Articles: How To Handle Getting Fired | Warning Signs That You Could Lose Your Job

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Resignation Letter Samples and Writing Tips

When you quit your job, you should send a resignation letter to your manager to confirm the details of your departure.

You can send your resignation letter via email or hand a typed copy directly to your supervisor. Regardless of how you send it, your resignation letter should be short and sweet, containing just the essential information: your last day of work, your thanks for the opportunity, and perhaps an offer to help with the transition.

Here are a few resignation letter samples to help you craft your own message.

Sample #1: Resignation Letter for a Job Change

If you opt for a hard-copy letter, use the business letter format, which begins with address paragraphs and the date.

Janet Smith
24 North Main Street, Apt. 5
Essex-on-Hudson, NY 10704

June 2, 2023

Rae Jones
Senior Manager
LMK Inc.

51 West 17^th St.
New York, NY 10011

Dear Rae,

I’m writing to let you know that I’ve accepted a new job as a marketing associate at Acme Corp, and so I’m resigning from my position at LMK Inc. My last day will be June 16.

I’m so grateful to you for everything you’ve taught me over the past two years. It’s rare that an entry-level position offers such opportunities to learn and grow. Your support has helped me every step of the way.

Let me know if there’s anything I can do to help with the transition. I’m happy to help train my replacement or get other team members up to speed on my projects. And please do keep in touch.

With my sincere thanks,

Janet Smith

Phone: (917) 555-1246
Email: Janet.Smith@email.com

Sample #2: Resignation Letter With Just the Facts

Although you can choose to provide a reason for your resignation, e.g., taking another job or going back to school, you are not obligated to do so. This sample shows how to resign politely without providing a lot of detail about your reasons.

John Lee
80 Chestnut St
Parham, MA 02190

February 7, 2023

Brian Cho
Director
XYZ LLC
101 Summer St., Ste. 100
Boston, MA 02110

Dear Brian,

Please accept this letter of resignation from my position as sales coordinator at XYZ LLC. My last day in the office will be February 21.

I want to extend my sincere thanks to you and the rest of the team for the past few years, which have been happy and productive. I’ll miss our weekly sales calls and chats.

I’m happy to help with the transition in any way that I can, and I hope that you’ll stay in touch. My contact information follows.

Best regards,

John

John.Lee@email.com
LinkedIn.com/john.lee

Sample #3: Resignation Letter Without Notice

It’s usually best to offer at least two weeks’ notice when you quit your job. However, this isn’t always possible or desirable. For example, you might have a family emergency that requires your immediate attention. Or you might need to leave a toxic work environment as soon as possible.

Joe Walters
13 Ivy St. Apt. 12
Los Angeles, CA 90011

March 3, 2023

Cathy Wang
Owner
Green Solutions, Inc.
97 Dove St., 1^st Floor
Los Angeles CA 90011

Dear Cathy,

I regret to inform you that I’m resigning from my job effective today, March 3, 2023, due to a family emergency.

I’m sorry to leave without the standard notice. Please let me know if there’s anything I can do to help you fill the position more quickly. I’m also available by phone (213) 555-9398 or email (Joe@mysite.com) if you have any questions.

Best,

Joe Walters

Sample #4: Resignation Email

The advantage of sending a resignation email is that it provides a paper trail. Because you have a copy in your sent folder, there’s no way your manager can say that you didn’t resign or offer the appropriate notice.

If you choose to send your letter via email, you can omit the address paragraphs and the date. Be sure to choose a subject line that’s clear and straightforward (see below).

Subject line: Resignation—Emily Green

Dear Sue,

Following up on our conversation today, here’s my official letter of resignation. As we discussed, my last day of work will be August 14.

I will truly miss working with you and the rest of the team at Central Café. I’ll be sure to stop by when I’m in town on winter break.

Please stay in touch! My contact info is in my signature.

Cheers,

Emily Green

Phone: (312) 555-8765
Email: Emily.Green@email.com

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Who Not To Ask for a Reference

One of the things you’ll most likely be asked when you’re job searching is for a list of references who can endorse your qualifications for the job. It’s always important to have a good list of references when you’re job searching. The challenge, of course, is who to include on your reference list. And just as importantly, whom to leave out.

There are some people who will be able to give you a stellar reference. There are others that you shouldn’t be using when you’re asked to provide references for a job.

The following people should never, ever appear on your list:

1. Anyone you haven’t spoken to, and specifically asked to be a reference.

It should go without saying, but even if you’re reasonably sure your former colleague or professor would give you a glowing recommendation, you should ask first, for several reasons.

First of all, it’s just polite. If you’re like most people, you probably don’t love being surprised with phone calls and emails, asking you for things you weren’t expecting. Even if you yourself are a raving extrovert and can speak extemporaneously on any topic, recognize that your potential references might not be the same way. Regardless, you’re asking for their time, and that’s valuable. Do them the courtesy of giving them a chance to tell you if they can spare a few minutes right now to help you out.

Second, your recommendation will be better, if the recommender knows more about the job for which you’re interviewing. Giving a heads up – and a little background info – gives your connection time to think about which aspects of your skillset and experience are most important for this new role, and allows them a chance to prepare some thoughts to share with your interviewer.

Third, there’s a possibility that this person won’t be allowed to give you a reference—or at least, a detailed enough recommendation to count. HR policies vary from company to company, but some employers are strict about how much information a manager, for example, is allowed to give about a former report. Don’t assume that you know the policy ahead of time.

Finally, there’s always the chance that your assessment of the relationship is flat-out wrong. The worst time to find out that someone wouldn’t recommend your work is after they’ve told a hiring manager that they wouldn’t hire you again under any circumstances. Don’t sandbag yourself.

Tip: how you ask matters, as well. Don’t just ask if the person will give you a reference. Ask, “Do you think you know my work well enough to provide me with a reference?” or similar. That way, you’ll get a sense of what you can expect this person to say.

2. People who might say something negative or even less than positive.

Obviously, you wouldn’t intentionally ask someone to be a reference for you, if you thought they’d say something bad about your work. That’s why it’s important to check in and see if they feel comfortable providing a reference for you, ahead of time – hopefully, you’ll get a sense of what they might say.

Keep in mind, however, that damnation by faint praise is also very possible during the reference process. The hiring managers will assume that anyone you ask to give you a recommendation is among your biggest fans. If they get a resounding “meh” as a response, they might think that this was the best you could do. Not good.

3. Anyone who doesn’t communicate well.

This might sound judgmental, but now’s not the time to lean on your connections who mean well, but don’t speak (or write) well. Remember that your network reflects on you, especially when they’re praising your work. If they don’t seem on top of things themselves, they won’t be able to impress a hiring manager on your behalf. What good is a recommendation, if it comes from someone the employer wouldn’t hire?

4. Your current boss, except under very specific circumstances.

This is another potentially obvious one, but it’s worth saying, anyway. Unless you’re looking at a layoff, or your job is short-term – in short, unless your boss knows you’re leaving, and is OK with it – don’t ask him or her for a reference.

5. People you don’t respect.

Whenever you consider asking someone for a reference, ask yourself, “Would I provide a reference for this person, in return?” If you can’t honestly and wholeheartedly say yes, move on to the next connection on your list. At best, it’s unfair to ask for something you wouldn’t reciprocate; at worst, it might be your gut instincts telling you that this colleague isn’t in your corner. Either way, just say no.

Tip: Your references should be separate from your resume. There’s no need to include them or waste space on that old resume cliché: “References available upon request.”

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What Can You Do When Your Co-Workers Are Paid More Money?

What can you do if you discover that your co-workers are getting paid more than you are for the same or a similar job? Besides complaining to yourself and griping about the fact that life isn’t fair? 

Pay equity issues, and strategies to address any inequities, will vary by your employment situation. In general though, it’s tricky.

Why You Might Be Paid Less

There are reasons you might be paid a different salary than your colleague in the next cubicle, and your talent might not be one of them. Salary is a sensitive issue for everyone concerned and the reasons that some people are paid more and others less aren’t always quantifiable.

With many employers, wage and salary information is private, confidential, and between the company and the employee.  Salaries are often negotiated, and factors like education, experience, job performance, and skills all can make a difference in what people are paid.  The job itself and the value the employer places on it factors in, as well.

What To Do When Your Co-Workers Are Paid More Money

In general, it’s not a good idea to discuss compensation with co-workers given the sensitivity of the issues involved.  Resentment, anger, and hurt feelings can easily be sparked among colleagues who share salary information.  You’ll feel bad, your colleagues will feel bad, and it probably won’t get you any more money.

Even worse, your employer may label you as a troublemaker or problem employee if you create a stir about compensation.  That’s especially true if you bring other employees into the discussion.

Addressing Pay Disparity Issues

All that said, if it comes to your attention that you and your colleagues are not receiving the same pay for the same job with the same success and experience, you do have a right to address the issue.

You can let it go, which might be smarter, or you can bring it up with your manager or Human Resources manager. You could also wait until it’s time for your performance review, when your salary may be up for discussion anyway.

Keep It Confidential

If you decide to seek redress regarding pay differences, do so by approaching your employer confidentially and carefully. Before you start, review these salary negotiation traps that you will need to avoid.

If you suspect but are not certain about pay differences, carefully research pay rates for your occupation through salary websites like PayScale.com, professional associations, and colleagues from other employers in your sector.  Use tools like these rather than asking what your direct co-workers are receiving as compensation because you don’t want to create friction within your department or with your boss if word gets back

Some workers, like union and government employees, have contractually stipulated levels of pay. In those cases, union representatives and Human Resources staff should be contacted regarding the processes in place to ensure pay equity.  That’s a much simpler process when pay is defined and regulated.

The Equal Pay Act

Gender makes a difference. Women receive some protection from pay discrimination under the Equal Pay Act. The act prohibits employers from paying men, with equivalent experience at the same location, greater pay.

Other minorities are also protected from discrimination.  You can contact the U.S. Equal Employment Opportunity Commission (EEOC) for assistance if you suspect a gender, age, or disability-based violation.

For Everyone Else

Most employees won’t be covered by legislation. So, you will need to decide whether or not to address your grievance with your employer.  Be really sure that you want to bring it up before you start making an issue of your compensation.

Show That You’re Worth a Raise

Before moving forward, make sure you have a track record of success in your job.  Otherwise, your employer is apt to point out performance differences between you and any higher-paid colleagues.

If you have any doubts about how your performance is perceived, you may want to take some measures to enhance your productivity prior to addressing this issue.  Volunteer to take on new challenges, work extra hours, make sure your attendance is stellar, and exhibit a “can do” attitude.  Review any issues cited in past performance reviews and make sure that you address them.

Also be sure that you’re showing your manager that you’re a valuable employee, who is contributing to the company.

Do all of that before you ask for a meeting to discuss salary. If you’re going to make the case for getting a higher salary, you’ll need to be able to show clearly that you’re worth it.

Internal Pay Equity

Some organizations will have a process to address internal pay equity.   Consult your employee manual and/or your Human Resources office to investigate any mechanisms in place.  If you contact Human Resources, ask if you can have a confidential meeting about a pay policy issue.   The right Human Resources representative might have a helpful perspective on how to address the issue within your organization.

Asking for a Raise

If you decide to move forward, you will most likely need to enlist the support of your supervisor.  During any meeting with your boss, be prepared to present a case for why you deserve greater compensation based on performance, credentials, and the value you add to the department.

Be as specific as possible in referencing your accomplishments and elements of productivity. General statements suggesting that you are entitled to equal compensation are unlikely to be well received. Avoid any negative characterizations of co-workers whom you believe are receiving higher pay.

A New Job is Another Option

Quietly and confidentially looking for alternative employment is another option if you believe your pay is below market. Some employers will match an offer if you are a valued employee.

However, do be careful not to issue any ultimatums that you are not prepared to carry out. Also, be prepared to move on if your employer isn’t prepared to offer you a raise to stay.

Handle With Care

Discussions about salary aren’t always comfortable or easy, but if you handle them carefully and tactfully you’ll be able to get paid what you’re worth. It might not be at the job you have, but moving on may end up being the best option if your current employer isn’t going to come through with the salary you need.

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How To Quit Your Job Gracefully

Millions of workers quit their job each month. Some change jobs to boost their earnings or find work that aligns better with their goals and values. Others resign to escape bad jobs (or managers).

Regardless of why you’re thinking of moving on, it pays to plan your departure. Quitting your job the right way can help ease your transition, whether you’re moving on to your dream job, going back to school, or taking some time out of the workforce.

The Best Way To Quit a Job

Here’s how to quit without burning bridges:

Get Ready

Quitting your job is easy. Preparing to quit your job is more complicated—and it is where you’ll invest the most time and effort during the resignation process.

Before you hand in your notice, you’ll need to:

• Make a financial plan. If you’re starting a new job soon after leaving this one, your plan may be fairly simple. However, if you’re planning to take time off, go back to school, or transition to a part-time job or one that pays less, you’ll need to do some figuring. Also keep in mind that employers offer different pay schedules, health insurance premium contributions, and perks.
• Know your rights and obligations. Look at your employee handbook, your employment contract, and any applicable state or local laws. You may be entitled to a payout for unused PTO, continued health coverage under COBRA (at your expense), or other wages and benefits. Also, consider whether your contract obligates you to provide more than the standard two weeks’ notice.
• Clean out your desk and personal files—but be discreet. Your manager will likely notice if your otherwise cluttered cubicle becomes a pristine workspace overnight.

Give Notice

Most U.S. workers are employed at will, which means that unless you signed an employment contract that states otherwise, you’re likely free to quit on the spot if you choose. That said, it’s better to give at least two weeks’ notice if you’re able to do so.

Why give two weeks if you don’t have to? In part, it’s just the right thing to do. Even if you hate your job, your manager, and 85% of your co-workers, there’s no reason to make life more difficult for the other 15%. Giving appropriate notice is also a good investment in your professional future. You’re unlikely to get good references or referrals for future jobs if you leave your team hanging.

Keep in mind, however, that some employers will terminate employees as soon as they give notice. Have a financial plan in place to cover those two weeks if your employer chooses to let you go.

Write a Resignation Letter

Once you’ve ironed out the details in your mind, compose a resignation letter. This should contain all the important information about your departure, including your last day of work. Offer your thanks for the opportunity and an offer to assist in the transition (if you’re able to do so).

A good resignation letter is short and sweet, three paragraphs at most. If you want to make it more personal, you can include a brief detail about something you’re particularly thankful for, e.g., your manager’s support in learning a new skill or taking on a difficult project.

Talk to Your Manager

Before you submit your letter, arrange a meeting with your manager to discuss your resignation. You can bring your letter to the meeting or submit it via email after the discussion. Again, keep your conversation brief and upbeat. You don’t need to get into detail about why you’re leaving or what your plans are after you go.

Be prepared for your manager to counteroffer, especially if you’re leaving for a new job. If the counteroffer is appealing, you might consider staying on. But know that some employers will consider you a risk even if you agree to stay—and put your name at the top of the layoff list if the business hits a downturn.

Tie Up Loose Ends

If you offer to help with the transition, follow through. Be ready to help train your replacement, document your processes, and hand off projects to your teammates. Connect clients with their new points of contact at the organization and thank them for your time working together.

Also remember to follow up on your personal loose ends, including benefits, last paychecks, paid time off, etc.

End on a Positive Note

Even if you hate your soon-to-be-former job, stay positive during the transition. Don’t badmouth your boss or team during your exit interviews or gossip about the organization with your colleagues. Remember that people will associate any negativity with you, not just with the company. You’ve suffered enough at this point—don’t make things worse when you’re about to be free.

Say Goodbye

Take the time to send your thanks (and contact information) to your co-workers, clients, and connections. You never know when you’ll need a reference, job referral, or lead.

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