“我想加薪”

????即使確實需要、而且也應該漲工資，要求加薪前人們仍很容易自我質疑：如果老板認為不值得給自己加薪怎么辦？如果老板有一陣子沒給人加薪了怎么辦？或者，讓老板覺得你總愛抱怨又該怎么辦？

????暢銷書《關鍵對話：高效溝通的技巧》（Crucial Conversations: Tools for Talking When Stakes Are High）一書的作者約瑟夫?格雷尼指出，爭取更好的待遇或者津貼不應該威脅到一個人的工作，但前提是你要采用正確的方法——特別是在得到賞識的時候。

????那么得償所愿的關鍵是什么呢？格雷尼的建議是，忠于事實。

????他說：“首先，上網研究一下薪酬情況，弄清楚本地區和自己從事類似工作的人拿多少工資。然后，準備有力的證據來說明為什么你的工作表現值得加薪。”

????格雷尼還建議，不管做什么，都不要說自己出于個人原因而需要提高工資（無論有多么緊急）。

????他說，為了讓公司高層更容易接受你的觀點，“你要讓老板覺得這是他在了解情況后做出的商業決策，而不是在搞慈善捐款。”

“我的業績考核不公正”

????約瑟夫?格雷尼是一位經理人教練，他所在的領導力開發機構VitalSmarts設在猶他州普羅沃市。他說，如果年終考核沒有真正體現出你的出色之處，不要保持沉默。

????即使最善意的領導在提交工作報告前也可能因為過度繁忙而忽略你的工作成績。或者，他們可能因為某個問題責怪你，但出現這個問題確有理由，而且這個問題可以得到補救。

????格雷尼說：“沉默不語的風險可能比有話直說還大。”

????他指出，如果人事檔案中的考評結果為一般（或者更差），那就可能不公正地妨礙你在今后的工作中得到更好的機會。因此，“你需要冷靜地說明”，你認為哪些評價或批評并不公允。

????同時，你要請上司詳細說明他（她）對你有什么樣的要求。格雷尼說，要設法弄清楚上司如何定義出色地完成工作，還要準備好多聽少說。

????他還建議：“你要請對方更頻繁地提供反饋，甚至可以每周一次。這樣你就可以在需要的時候作出調整，而且這種調整要遠早于你的下次正式考核。”

“有人正在做可疑（或者非法）的事”

????但愿你永遠不會碰上伯納德?麥道夫這樣的上司。但如果你發現自己的公司里出現了不端行為，你能做些什么呢？對老板守口如瓶有可能讓你背上和壞人串通一氣的罪名，檢舉揭發則可能讓別人認為你“不可共事”，這個標簽同樣可怕。

????格雷尼說，幸運的是，你可以在不影響自己工作的情況下發出警告，但你需要像外交官那樣行事。

????格雷尼建議：“首先你要說明自己是出于善意，同時強調你考慮的是老板的最佳利益。然后解釋一下，你認為如果這樣的行為繼續下去會產生什么樣的不利影響。”畢竟，人們都知道蒙蔽客戶、欺騙投資者以及其他不誠信的行為能毀掉一家公司，進而造成數千人瞬間失業。大家應該還記得安然（Enron）事件吧？??

'I want a raise'

????Before asking for a raise -- even if you need and deserve it -- it's easy to let self-doubt take over: What if your boss doesn't think you're worth the extra money? What if your boss hasn't had a pay bump for a while, either, and labels you a complainer?

????Lobbying for a better salary or perks shouldn't jeopardize your career, though, if you do it the right way -- especially if you're a valued employee, says Joseph Grenny, who wrote the bestselling Crucial Conversations: Tools for Talking When Stakes Are High.

????The key to getting what you want? Stick to the facts, Grenny advises.

????"First, research salary data online to find out what other people get paid for jobs like yours in your geographic area," he says. "Then, be ready to give solid evidence for why your performance merits more money."

????Whatever you do, don't say you need more money for personal reasons (no matter how urgent), says Grenny.

????To make it easier to sell the idea to higher-ups, "you want your boss to see this as an informed business decision, not a charitable contribution," he says.

'My performance review was unfair'

????If your annual review didn't reflect your true wonderfulness, don't stew in silence, says Joseph Grenny, an executive coach at VitalSmarts, a leadership development firm in Provo, Utah.

????Even the best-intentioned leaders are so overworked in these lean times that your achievements may sometimes slip past them. Or they may blame you for a problem when there are other, fixable reasons why it's occurring.

????"Saying nothing may be a bigger risk than speaking up," says Grenny.

????Since a so-so (or worse) appraisal in your HR file could unfairly block you from bigger career opportunities down the road, "you need to calmly set the record straight" about specific comments or complaints you believe are inaccurate, says Grenny.

????Also ask your boss to go into detail about what he or she needs from you. Try to get insights into how this manager defines a job well done, says Grenny, and be prepared to do more listening than talking.

????Grenny also advises: "Ask for more frequent feedback -- maybe even once a week -- so you can make course corrections if needed, long before your next formal evaluation."

'Something shady (or illegal) is going on'

????Let's hope you never work for a Bernie Madoff type. But if you discover bad deeds are happening in your company, what can you do? Say nothing to your boss, and you risk seeming complicit in the wrongdoing. Speak up and you could earn that dreaded label, "not a team player."

????Luckily, you can be a whistleblower without blowing your career, says Grenny. You'll need to be diplomatic, though.

????"Start the conversation by sharing your good intentions and stressing that you have the boss's best interest in mind," Grenny suggests. "Explain the negative consequences you think will follow if the behavior continues." After all, bilking customers, deceiving investors, and other dodgy practices have been known to destroy companies, taking thousands of careers straight down the tubes. Remember Enron??