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So your employees want a raise? That’s understandable and expected. But do they DESERVE a raise? Too many employees only think about things from their own perspectives. But if you want to determine which ones are truly deserving of a pay increase, pay special attention to the ones who take the time to consider things from the company’s point of view. Many employees simply expect raises after a set amount of time, but which ones have gone above and beyond? Which ones have clearly and concisely displayed their value? Which ones have most clearly displayed potential for being a high performer in the future?

Before you start dividing up your budget for pay raises, make sure you do your due diligence to reward the most deserving employees. Here are a few tips.

Don’t underestimate likability.

Do results matter? Absolutely. However, a positive attitude goes a heck of a long way. This doesn’t mean you have to be best friends to give out raises (in fact, that’s a no-no), but a good attitude is different than brown-nosing or kissing up. It means you’ve got a worker who accepts new challenges and is open to new ideas. Even when brainstorming potential roadblocks, you’re looking for employees who still find a way to remain positive and proactive instead of negative and reactionary. Something about catching flies with honey not vinegar.

One of the biggest mistakes people make when asking for a raise is bragging about nothing.

Do you have employees who cite the fact they do their jobs as average workers? If so, that’s not exactly a selling point. That’s what they were hired to do and it’s what’s expected from them. A raise simply for this reason is basically you rewarding someone who says “Well, I’m not terrible and I’m doing the minimum so please give me more money.”

A raise means you’re doing more, so give it to people who show they’ve gone above and beyond their job responsibilities. Showing initiative and putting in extra effort are the things you want to see.

Is the person asking for a raise still doing the same exact job he was doing three years ago? That’s probably not a good thing.

You value versatility and an eagerness to learn. Has this person asked for new job responsibilities? Has he attempted to find new projects or inquired about additional opportunities? Has he checked out any additional training that would make him a more valuable employee in the long run?

If you have workers showing themselves to be interested and invested in the future to help the company, those are the best bets for investment.

When in doubt, focus on your go-to guy/gal.

If you’re like most business owners, there is nothing that makes you happier than knowing you can turn something important over to an employee you know will deliver. That’s why it’s incredibly important to reward people who turn in high quality work consistently, meet deadlines regularly, and gain a reputation as someone who always delivers.

Great athletes excel and shine individually. But the absolute best stars not only elevate their own game, they make everyone else around them better.

While your employees probably can’t dunk or hit a home run, they can apply that mindset to the working world in order to get a raise. If they can show how their actions and individual efforts led to your team’s success, a raise should be considered. But be sure to look for employees who served as mentors because it shows they’re not only interested in themselves, but in bettering the people around them as well as the company on the whole.

Confidence is key. Always has been, always will be.

Good employers greatly respect the simple act of asking. It shows confidence and the willing to take initiative, which are two admirable traits. But try to make sure confidence accompanies preparedness before finalizing a raise. It’s great that an employee asks for a raise, but are her talking points in order? Did she do research as to how much of a raise she deserves and why? If you’ve got a confident employee AND someone who comes to the table prepared and ready to impress, that’s someone in whom you should invest.

Confidence is key. Always has been, always will be.

Good employers greatly respect the simple act of asking. It shows confidence and the willing to take initiative, which are two admirable traits. But try to make sure confidence accompanies preparedness before finalizing a raise. It’s great that an employee asks for a raise, but are her talking points in order? Did she do research as to how much of a raise she deserves and why? If you’ve got a confident employee AND someone who comes to the table prepared and ready to impress, that’s someone in whom you should invest.