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What you do and and what you're paid aren't necessarily related like you think they are. There are plenty of people who work harder than me, longer hrs, etc. but I make more $. There are also people who work less hrs than me and not as hard and make more than I do. And by the way, there are people out there who have lesser talents than you and make more. You aren't thinking about this right. I think you simply are anxious about getting paid more because you think you aren't worth it and the organization will see that as well. That's not a good way to think about yourself, if the market determines you should make $X, then that is what you are worth. If you think you aren't worth it, change that thought and step up, do things in the org. to make you worth it.
Forget 10% There is no need to justify. If it is what you want ask for it. If the company thinks your skills - as evidenced by your experience - are worth it and fits their budget, they will pay. Or counter offer.
They have no need to know what you are making now. If they ask just, tell them it is private information you do not share. like all things you would have to be ready to walk if they insist.
Any compensation is a combination of what you are worth now, plus what you will be worth later. There is rarely a direct correlation between productivity and pay on a daily basis. Sometimes we accomplish a lot, other times we don't.
When I was promoted I received a 35% raise. For the first couple of months as I learned the ropes I was probably less productive in my new position than I was in my old. By the logic of the OP, I should probably have gotten a 30% pay cut.
The long range view is that I have more responsibility, my decisions involve larger dollar amounts, I supervise more people and I work with more autonomy than previously. A year or so in and I am earning that raise. Give it another two of three years and I will be a bargain.
I don't worry about justifying any raise. I have proved my value in the past, and I have always earned/saved my employer more than my annual wage through one efficient program or another, in addition to doing my job.
Any compensation is a combination of what you are worth now, plus what you will be worth later. There is rarely a direct correlation between productivity and pay on a daily basis. Sometimes we accomplish a lot, other times we don't.
When I was promoted I received a 35% raise. For the first couple of months as I learned the ropes I was probably less productive in my new position than I was in my old. By the logic of the OP, I should probably have gotten a 30% pay cut.
The long range view is that I have more responsibility, my decisions involve larger dollar amounts, I supervise more people and I work with more autonomy than previously. A year or so in and I am earning that raise. Give it another two of three years and I will be a bargain.
I don't worry about justifying any raise. I have proved my value in the past, and I have always earned/saved my employer more than my annual wage through one efficient program or another, in addition to doing my job.
Well, most companies would be evaluating your worth on when you do get up to speed anyways, and how long that took, so this seems to be an apples to oranges comparison.
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