Creating transparency with your employer when discussing reward, promotion and compensation.

There has been much talk about the potential for tax reductions in the next budget and the push back from the ESRI on this reported in today’s times got me thinking about similar expectations within employment circles.

Plenty of job seekers get in touch with Amicus as a result of unfulfilled promises or failure for reward within their current roles. It’s a common factor that brings someone onto the market but it’s a situation that can sometimes be premeditated and potentially avoided entirely if you communicate well with your employer.

So what can you do to improve transparency around future progression and reward within your job?

Is there scope?

Firstly, ask for what you want. It’s quite simple but few do it. Don’t expect every manager, boss or company director to be planning ahead regarding your professional development. I encourage individuals to approach this as a business meeting as it’s easy to allow the interpersonal nature of your relationship with your manager to dictate the terms of engagement almost entirely to their benefit. It’s a better approach to signal that this is a business meeting relating to your relationship with the company, not the person. Sometimes you need to force the issue and the best thing to do is ask open questions.

“Is there scope for me to increase my salary”

“What do I need to do to secure a raise”

“What do I need to achieve to get a promotion”

“Am I likely to achieve a bonus this year”

Agree metrics

Having established what is and isn’t available, now it’s time to create some formality around the steps needed in advance of achieving your goals.

If you can broadly agree with your employer that there is scope for some improvement of your terms and conditions, it’s time to formalise that in some way.

Agreeing a ‘trigger’ wherein the desired advancement is realised is critical. It gives you confidence and motivation that you are working towards something and it forces your employer or manager to sit down and consider a proposition that they can actually accommodate.


The final piece of the puzzle is accountability. It’s important that time lines are applied to any agreement on advancement, increased salary or any other request you might have of your employer. It’s too easy to continually push things out but with agreed dates and formality around the process you have something you can point to which puts your employer under greater pressure to deliver.

If all else fails then maybe it’s time to go to market and look to achieve your goals through moving jobs, but it’s worth considering the above regardless of how content you are with your career at any given time.

Written by Robert Connolly, Director Legal & Compliance

For jobs resources and blogs for Solicitors visit legal jobs Ireland.