What do you do if your salary increase in BPO doesn't meet industry standards?

Discovering that your salary increase in the Business Process Outsourcing (BPO) industry doesn't align with the market average can be disheartening. Within the BPO sector, where services such as customer support, telemarketing, and back-office tasks are outsourced to third-party providers, staying competitive with industry standards is crucial for employee retention and satisfaction. If you find yourself in this situation, it's important to know how to address the disparity and advocate for a fair compensation that reflects your value and contributions to the company.

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1 Assess Reality

Before taking any action, it's essential to conduct a thorough assessment of your situation. Research the current industry standards for your role in the BPO sector, considering factors like experience, location, and skills. It's also important to evaluate your performance and contributions to your company. Armed with this information, you can determine if your salary increase is indeed below industry norms and by what margin. This will provide a solid foundation for any discussions you may have with your employer about adjusting your compensation.

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Diviya Ramasamy

Changemaker l Process Optimization & Framework Enthusiast l Lean Engineer l Visionary Leader l Analogy Expert l Follow for more insights on Mindset, Personal Growth, and Transformation
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One project where I tackled this issue involved implementing a method called "Salary Benchmarking Analysis." This approach involved gathering data on industry standards for similar roles, considering factors like job responsibilities, experience, and market trends. We utilized tools like PayScale or Glassdoor to collect comprehensive salary data and analyzed it to assess the reality of our current salary structure. By comparing our salaries with industry benchmarks, we gained insights into any disparities and identified areas where adjustments were needed. This method helped in initiating constructive discussions with management about the importance of competitive compensation in attracting and retaining talent.

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2 Open Dialogue

Once you've established that your raise is not up to par, initiate a conversation with your manager or HR representative. Approach this dialogue professionally and factually, presenting your research on industry standards. Emphasize your commitment to the company and express your desire for your salary to reflect the value you bring. Be open to feedback and ready to negotiate; this is a two-way conversation where both parties should feel heard and respected.

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3 Negotiate Fairly

Negotiating can be intimidating, but remember that it's a normal part of professional growth. When discussing your salary, be clear about what you believe is a fair adjustment, but also show flexibility. It's not just about the numbers; consider discussing other forms of compensation, such as additional benefits or professional development opportunities that might be more feasible for your employer while still increasing your overall job satisfaction and financial well-being.

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4 Build Your Case

In preparation for negotiations, build a compelling case for why you deserve a higher raise. Document your achievements, responsibilities, and any additional skills you've acquired since your last salary review. Highlight how these contributions have positively impacted the company. A well-constructed argument based on your performance can strengthen your position and make it harder for your employer to overlook your request.

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Diviya Ramasamy

Changemaker l Process Optimization & Framework Enthusiast l Lean Engineer l Visionary Leader l Analogy Expert l Follow for more insights on Mindset, Personal Growth, and Transformation
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By showcasing the disparity between our current salary structure and industry benchmarks, we could present a clear and data-driven argument to management. This method helped initiate constructive dialogues about the importance of competitive compensation in attracting and retaining top talent. Additionally, it facilitated informed decision-making regarding salary adjustments, ensuring that our compensation packages remained competitive and in line with industry standards. Through the "Build Your Case" approach, we could effectively advocate for fair compensation practices within the BPO industry.

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5 Explore Options

If your employer is unable to meet your salary expectations, explore other options that could compensate for the lower financial increase. This could include flexible working arrangements, additional vacation days, or opportunities for career advancement within the company. Sometimes, non-monetary benefits can significantly enhance job satisfaction and are worth considering as part of the overall compensation package.

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6 Plan Ahead

Regardless of the outcome, use this experience as a learning opportunity for future salary discussions. If you've achieved a satisfactory increase, understand what worked well in your approach. If not, consider what steps you might take to improve your position next time, such as acquiring new skills or certifications that can boost your market value. Planning ahead will empower you to better navigate salary negotiations in the future and ensure that your compensation remains competitive within the BPO industry.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Business Process Outsourcing (BPO)

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What do you do if your salary increase in BPO doesn't meet industry standards?

1

2

3

4

5

6

7

1 Assess Reality

2 Open Dialogue

3 Negotiate Fairly

4 Build Your Case

5 Explore Options

6 Plan Ahead

7 Here’s what else to consider

Business Process Outsourcing (BPO)

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What do you do if your salary increase in BPO doesn't meet industry standards?

1

2

3

4

5

6

7

1 Assess Reality

2 Open Dialogue

3 Negotiate Fairly

4 Build Your Case

5 Explore Options

6 Plan Ahead

7 Here’s what else to consider

Business Process Outsourcing (BPO)

Rate this article

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