Raises, Promotions, and ROI

The higher our compensation, the higher the expectations we have regarding responsibilities, performance, and results. Every individual makes their own decisions on what is the right fit for them. Some people want to work up the career ladder, put in 60 hours a week, and get paid six figures. Others are happy to be in a less stressful position, only responible for a limited scope of results, and to be able to clock in and out at 40 hours without having to think about work outside their shifts.

As leaders, it's important for us to have conversations with our teams and understand their goals. Are they looking for additional challenges or opportunities and the increased compensation that can come with them? Or are they happy to be fairly compensated in an easier or less strenuous role?

For those looking for advancement opportunities, what factors do we have to think about? What information does the individual seeking the opportunity need to know and how can they work to support their own advancement goals?

This training covers some of the less well-understood aspects of market economics and revenue as it relates to compensation and benefits. We then discuss what actions an individual can take to increase their chances for promotions or raises, which are the related factors a leader should be looking at when considering the same for a member of their team.