Mind you – money is not always the only means of compensation and for some people, it is not the most IMPORTANT thing to create greater job satisfaction.

When a job seeker begins a new role, there is a statutory period – “The Probationary Period” which is 12 weeks from start date. However, some companies write into their Terms of Employment that they have a 6 month Probationary Period and it is up to the job seeker to either accept this or not when taking the offer.

Often an employer will begin a new starter on a particular rate and then review this after the Probationary Period. If this is what has been negotiated, it should be written into the Letter of Offer so that both parties are aware that this commitment has been made. The most common phrase relating to this is to make the “offer of review subject to performance” or similar. This does NOT ensure a review – so again it is up to the job seeker to either accept or refuse, or to renegotiate this review term, (or to believe that their performance will definitely credit a review by the employer!).

Some companies will factor an “Annual review” into their terms of employment – so you need to know what that is likely to be and WHEN their annual review is made.

I have a number of “Tips” in regard to asking for a review and how to set up the questions so that generally there is a YES answer !

I recommend that you approach your boss after you have proven to be a positive and effective employee and team member.

Each situation is different and you must take into consideration a number of factors such as:

● The structure of the organisation;

● The number of staff within the organisation;

● The ability of the organisation (financially) to be able to AFFORD to pay you (or anyone else) more money;

● The workflow – both yourself and your team members;

● What you have contributed to the company/team;

● What you are prepared to contribute to the company/team;

● How long you have been working there;

● What else you could do/undertake for the company (e.g. external studies etc)

The other consideration is that it is not ALWAYS about the MONEY ! You may want greater flexibility within the workplace. You may WANT to take on additional work/responsibility or studies. You may want to negotiate different working conditions /operational matters.

Some people would prefer to pay more into their Super or take more annual leave in lieu of pay increases !

The timing of such reviews or requests is again always dependent upon individual circumstances and companies.

● Some companies operate on a different Financial Year End;

● Some companies are governed by their International Head Offices;

● The length and quality of your service however is generally the main consideration;

● Some companies always offer annual “rewards” or bonuses in lieu of pay increases;

● Does your company have a history of pay increases and reviews or rewards?

If you understand more about the company operations and systems then this will help you decide when is the best time to approach about better $$$’s or reviewed conditions.

You can never “Expect” a review or pay rise – even if it has been intimated at interview.

However, you can “Ask” for a review or pay rise if the conditions and your performance warrant it. Do not be hesitant but also do not be brash !

I know of a candidate who wanted a substantial pay review because of personal circumstances and when the review was made and pay increased, they were very grateful and worked doubly hard to validate their employers’ “faith” in their performance and their contribution to the company development and growth.

So if you get your raise or change of conditions – show them that you appreciate their consideration and that you are worth it !

You never know – there may be another improvement awaiting you !