????說到2012年的職業(yè)目標，你也許會想到加薪。畢竟，經(jīng)濟正在緩慢復蘇，失業(yè)率逐漸開始下降，而且雇主的經(jīng)濟狀況也可能比過去一兩年都要好。

????但是，在走進老板的辦公室要求加薪之前，請先花點時間，為成功的談話做好準備。也就是說，要研究一下自己所處的行業(yè)、企業(yè)和職位的一般薪酬水平和發(fā)展趨勢。最重要的是，要確切地了解老板期望你取得怎樣的業(yè)績，從而可以向老板證明，自己已經(jīng)超額完成了任務(wù)。

????卡耐基培訓（Dale Carnegie Training）的董事長兼首席執(zhí)行官彼得?韓鐸稱：“談話的架勢不應(yīng)像這樣：‘這就是我的要求，我要加薪’；而應(yīng)該說，‘我知道公司希望我做到如下一二三點，我已經(jīng)做到了。’”

????如果還沒有和上司設(shè)定具體的績效目標，無法比對自己的工作成果，可以同上司談?wù)劊瑸閬砟曛贫繕恕Ｃ鞔_達到目標之后，相應(yīng)地能夠獲得哪些物質(zhì)獎勵，無論是成功銷售的獎金也好，還是績效達到某個水平就能加薪也好，都要明白無誤地說清楚。然后，按照商定的時間，比如三個月，寬泛地討論一下自己的職業(yè)發(fā)展，討論要涵蓋薪酬問題。

????“不能被動地坐等加薪。等到正式給你加薪的時候，其實已經(jīng)通過了五六層審批，已經(jīng)是鐵板釘釘?shù)氖铝耍痹鳡?拉哈尼說。拉哈尼是Kenexa公司薪酬業(yè)務(wù)的總裁，該公司的Salary.com網(wǎng)站提供在線薪酬數(shù)據(jù)和處理工具。“如果想要上司這個月就多給你發(fā)點錢，那就需要提前兩到三個月的時間開始談判。”

????如果你從來沒有進行過加薪談判，和你一樣的人也大有人在。Salary.com的一項調(diào)查顯示，只有12%的受訪者在每年的業(yè)績評估中會提出加薪要求，而44%的受訪者從未在業(yè)績評估環(huán)節(jié)提過漲工資的要求。

????職場抉擇公司（Workplace Options）的總裁阿蘭?金說，談錢也許會讓人感到不自在，承認這點也無妨。職場抉擇是一家福利援助公司，位于美國北卡羅來納州羅利。告訴上司，你只是想要開始討論薪酬這個話題，這樣在你的職業(yè)目標這個問題上，你就和上司達成了共識，不一定非得馬上得到加薪的允諾。

????金說：“這樣，你就不是在向公司伸手要什么東西，而是告訴公司‘我希望能在這家公司獲得成長’。”如果你已經(jīng)拿到了所在職位的最高薪酬，那么你需要的并不是加薪，而是升職——只有擔負更高層次的責任，才能得到更多的酬勞。

????要求漲工資時，絕不要語意輕蔑或者把自己與其他員工進行對比，也不應(yīng)威脅對方，如果不加薪就走人。相反，要讓談話朝著積極的方向發(fā)展，并保持協(xié)作的態(tài)度。思考一下，如何提升自己對雇主的價值。拉哈尼建議，如果基準研究發(fā)現(xiàn)，自己的收入低于職位應(yīng)得的水平，需要向雇主挑明，“請幫我了解個中緣由。”

????As you set career goals for 2012, a raise might be on your list. After all, the economy is slowly recovering, unemployment is ticking down and your employer is likely in a better financial position than in the last year or three.

????But before you go into your boss's office demanding more money, take the time to lay the groundwork for a successful conversation. This means researching the typical compensation and salary path for your industry, company, and job position. Most important, understand exactly what results your boss expects of you, so you can demonstrate that you've exceeded them.

????"The framework of the conversation shouldn't be, 'this is what I want; I want a raise,' it should be, 'I know what the company wants of me: x, y and z, and I've done it,' " says Peter Handal, chairman and chief executive officer of Dale Carnegie Training.

????If you and your manager haven't already set specific performance goals that you can compare your work against, have a conversation to come up with goals for the coming year. Be explicit about the financial rewards associated with achieving those goals, whether it's a bonus for successful sales or a salary increase for a certain level of performance. Then, follow up at an agreed-upon time -- perhaps three months -- with a broader discussion about your career that includes the question of compensation.

????"Don't wait until the salary raises are given to you. By the time it comes to you, it has gone through five or six levels of approval, and it's a done deal," says Zahir Ladhani, president of the compensation business at Kenexa, whose Salary.com division offers online salary data and tools. "For your manager to be able to shift some dollars, you need to start the process at least two to three months ahead of time."

????If you've never negotiated a raise before, you're in good company. Only 12% of people surveyed by Salary.com always seek more money during an annual performance review, while 44% never bring up the subject of raises at review time.

????It's okay to acknowledge that the topic of money may be uncomfortable, says Alan King, president of Workplace Options, a benefits support firm based in Raleigh, N.C. Tell your supervisor that you'd just like to begin the conversation so that the two of you are on the same page for your career goals; you don't need a decision about a raise immediately.

????"What you're offering to the employer isn't just, 'Give me something,' you're saying to the employer, 'I want to grow in this company,' " King says. If you're already at the top of the pay range for your position, you may need to seek a promotion rather than a raise -- you'll only earn more when you achieve a higher level of responsibility.

????Never speak disparagingly or compare yourself to another employee when seeking a raise, nor should you threaten to leave if you don't get more money. Instead, keep the conversation positive and collaborative. Think about how you can become more valuable to the employer. If your benchmark research shows that you're earning less than you should be for the job you're performing, say, "Help me understand this," suggests Ladhani.