How to Handle Your 1:1 Like a Pro—Because There’s Only One Guy, and You’re Him
(Please select your preferred pronoun.)
The corporate world is filled with uncertainty. Downsizing headlines and increased workloads are a daily reality. Employees are often asked to take on more without clear recognition or compensation. If you've ever been promised a promotion or raise, only to find yourself handling more work with no reward, you know exactly what I mean.
Remember that scene in Payback when Mel Gibson’s character, Porter, says, “It’s not about the money, it’s about the principle.” When the mobsters try to lowball him, he corrects them: “It’s seventy thousand. Not seventy-one. Not sixty-nine. Seventy.” The movie is from 1999, but the message is relevant.
HR Open Secret: HR makes recommendations not decisions. HR Professionals - our world is uncertain too. We are employees too.
Whether it's a raise, promotion, or new responsibilities, it’s time to get what you're owed if you've been promised something.
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We've all been there—promised a promotion, worked hard, and then, crickets. Meanwhile, everyone is trying to save face. But here's the thing: your company promised you a raise or promotion, and it’s time to get what you’re owed.
Some helpful hints:
The meeting will probably be anti-climactic. So don't get riled up or sick to your stomach before you meet. (Easier said than done.)
Please go into the meeting in good faith (Mistakes happen, and how they are handled is the key).
Take a deep breath.
Be logical, polite, and well-informed.
Listen.
How to Handle Your 1:1 Like a Boss
💼 Step 1: Identify the Decision-Maker clarify discuss want before your meeting to confirm who has the power to approve and process your raise or promotion.
What to say: "Just to clarify before our meeting—who is the final decision-maker? I want to ensure I’m addressing the right person to move this forward."
Why? Companies love to play hot potato with approvals. If the CHRO isn't the final decision-maker, this meeting could be a delay tactic. Rem
💼 Step 2: Set the Agenda. Ensure they know precisely why you’re there and what you expect to cover.
What to say: "Looking forward to our conversation! Just to clarify, will we be discussing the my compensation based on the new duties. I would like to I’d like to keep them separate."
Why? This keeps expectations clear and avoids the bait-and-switch. Walk in expecting your raise, not just more work.
💼 Step 3: Separate the Raise from the New Role Focus on what was promised first.
What to say:" I’m excited about the new responsibilities, but first, I’d like to finalize the raise from October—it was already approved before the acquisition."
Why? They might try to bundle the two conversations together—don’t let them. Your raise and your new responsibilities are separate issues.
💼 Step 4: Demand a Realistic Timeframe If they stall on your retroactive raise, you need a firm answer.
What to say: "I was told my raise would be retroactive. "Them: "Oh, that’s still in process ."You: "Great! What’s the target date for it to hit payroll?"
If they stall again:" I understand acquisitions cause delays, but this was approved months ago. Can we confirm a firm processing date?"
Why? You’re signaling that you expect action, not just more words. If they don’t commit, they’re hoping you’ll forget.
💼 Step 5: Use the Retention Play If they push the raise further down the road, remind them of your value.
What to say: "I love what I do and want to continue making an impact, but I need clarity on compensation. That’s critical for my long-term ability to take on these expanded responsibilities."
Why? This isn’t a threat to leave; it's a reminder that good employees have options.
Final Thought: Get What You’re Owed, THEN Talk About the Future
This isn’t about being greedy. It’s about fairness. It’s about whether they keep their word.
As Payback taught us: There’s only one guy. And that guy is YOU.
👊 Now get your seventy thousand—or, in this case, your deserved raise.
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