How to Ask for a Raise

"I like my job and my company, but my salary doesn’t feel right". Aisha had been working in her company for three years. She enjoyed her work. Her team liked her. Her manager was supportive. But every time she saw her salary, she felt unhappy. “I’m doing more work now, but my salary is still the same,” she thought. This happens to many people. They’re happy with their company, but not with their pay. Aisha decided to take it up. Here’s what she did (and what you can learn too): 1. She did her research. Aisha checked online to see what others in her role were earning. She made sure her salary request was fair. 2. She picked the right time. She didn’t just ask suddenly. She booked a proper meeting with her manager—at a time when things were calm at work. 3. She made a list of her work. She wrote down her achievements: A process she improved Clients she helped keep happy Extra tasks she had taken on This showed how she was helping the company grow. 4. She knew what to ask for. Aisha had a clear number in mind. Not too high, not too low—just right for her skills and work. 5. She practiced what to say. She talked through her points with a friend first, so she could speak clearly and with confidence. 6. She stayed calm and polite. During the meeting, she didn’t complain or compare. She simply explained her work and asked for a raise. 7. She talked about the future. Aisha also shared her plans to keep learning and doing even better work in the company. 8. She was ready to talk it out. Her manager didn’t agree right away. There was some back-and-forth. Aisha listened and stayed open to different options, like bonuses or new projects. 9. She followed up. After the meeting, she said thank you. This showed she respected her manager’s time. 📌 What happened next? A few weeks later, Aisha got a raise—and a new opportunity at work. 💡 What can we learn? If you like your job but feel underpaid, don’t stay silent. Make a plan, stay professional, and speak up—just like Aisha did. Hope you have liked the article on how to ask for Salary Increment. Follow Me Smriti Gupta for Career & Resume tips #salarynegotiation #career #leadership

The worst mistake employers make? Waiting for a resignation to offer a pay rise. By that point it's too late. The damage is already done. As uncomfortable as salary conversations can be (they shouldn't!). You need to advocate for yourself. Your employer won't give you a raise if you don't ask. Here's How to Have a Salary Conversations Like a Pro: 1️⃣ Set Clear Goals with Your Manager ↳ Define what success & progression looks like. ↳ Set KPI's that justify a pay rise later. 2️⃣ Have Regular Conversations About Growth ↳ Don’t wait for the annual review. Check in quarterly. ↳ Ask: “What can I do to be in the best position for a promotion?” Work on a plan together to upskill, get more responsibility & add more value. 3️⃣ Document Your Success ↳ Track wins, metrics & business impact. ↳ Use those numbers in your performance reviews. Instead of “I’ve worked hard” say: “I led [Project] which increased [Metric] by X% and saved Y hours.” 4️⃣ Promote Your Work (Without Bragging) ↳ Don’t assume people know what you've done. ↳ Present updates, share results, speak up in meetings. 5️⃣ Make the Ask (So It Feels Collaborative, Not Demanding) ↳ Timing matters. Make it an agreed time or in line with company reviews. Try: “Based on my contributions in [Project], I’d love to discuss salary progression. What would it take for me to reach [target salary]?” 6️⃣ Leverage the Market (If Necessary) ↳ If nothing is happening internally, go outside. ↳ Get an offer on the table to give you leverage. If your company won’t pay you what you deserve, another one will. Retention is cheaper than recruitment. ♻️ Repost to help people advocate for themselves. 👋🏼 Follow Dan Mian for more career insights.

I was on This Morning today chatting about some new statistics from a major research survey released ahead of International Women’s Day, and they really stopped me in my tracks. 60% of women have never asked for a pay rise. Almost a quarter of women in their 30s and 40s have turned down a promotion or new role because it didn’t work with family life. And nearly half of women feel they have to work harder than male colleagues to be taken seriously. I was asked to share my advice for women who want to ask for a pay rise, and these were the five key points I shared: - Know your worth. Collate your evidence, track your achievements, and understand your market value. - Prepare your case. Be clear, evidence-based, link it to outcomes, and be ready for questions. - Pick the right moment. Timing matters. Avoid peak pressure periods, but try to connect it to a significant project or achievement. - Be confident, clear and assertive. - Think beyond salary too. Flexibility, bonuses, training and progression routes all matter. We also talked about what to do if you’ve already asked and been told no, and when it’s time to consider walking away. The first thing is not to see a no as failure. See it as information. Ask what you need to demonstrate over the next three to six months to turn it into a yes. Get it in writing if possible. Ask for measurable objectives and turn it into a clear plan. If the feedback is vague, like “not yet” or “we’ll see”, that’s a red flag. You deserve clarity. A good employer should be able to explain what progression actually looks like. Then give yourself a timeline. If you’ve delivered the results, met the objectives, and the goalposts keep moving, that’s the point where you have to seriously assess whether your growth is being limited. Sometimes the biggest pay rise you’ll ever get is the one you give yourself by moving on. Loyalty is admirable, but it should never cost you your worth. If you were watching, I’d love to know your thoughts. It’s an important conversation, and one I’m really glad to be having on such a meaningful platform! #ThisMorning #InternationalWomensDay #IWD #EqualPay #PayRise #WomenInBusiness #WomenAtWork #CareerProgression #KnowYourWorth

The Psychology of Salary Negotiations That Helped My Clients Land 35% Raises I’ve spent years dissecting advanced negotiation tactics. Here’s what I learned: The most powerful moves happen before you even reach the negotiation table. The secret to a 35% salary raise vs. 3%? Learn from these power moves: 1/ The 6-Month Setup ↳ Plant evidence of your value consistently ↳ Track & share quantifiable wins weekly 2/ Multi-Layered Influence ↳ Build a network of advocates across departments ↳ Get cross-functional leaders invested in your success 3/ Strategically Time Your Ask ↳ Strike after major wins or during growth phases ↳ Avoid cost-cutting seasons or locked budgets 4/ Emotional Priming ↳ Start with genuine appreciation ↳ Frame success as a partnership 5/ Business-First Mindset ↳ Never mention personal needs ↳ Show ROI, not cost 6/ Constraint Discovery ↳ Ask questions that reveal true blockers ↳ Understand their hidden limits 7/ Power of Silence ↳ State your ask, then stop ↳ Let them break the silence first 8/ Loss Aversion Trigger ↳ Frame rejection as missed opportunity ↳ Focus on risk, not just gain 9/ Value Articulation ↳ Get them to verbalize your worth ↳ Build commitment through their own words 10/ Leverage Position ↳ Never negotiate from desperation ↳ Show confidence in your options 11/ Strategic Backup ↳ Always have another opportunity lined up ↳ Let them sense your leverage A great negotiator never walks into the room needing a raise. They walk in knowing they’ve made it impossible to say no. What’s one mistake people make when negotiating salary? Share with me in the comments. ♻️ If this helped you, it’ll help others. Repost now. ➕ Follow me (Meera Remani) for game-changing career strategies.

Here’s the framework I used to help my client negotiate a 17% salary increase BEFORE they received an offer ↓ I call this the RAVE approach. Here’s how it works: R - Research 1. Conduct thorough research BEFORE the process starts - set goals - determine your priorities - determine your ‘walk-away’ number 2. Use sites like Fishbowl, Blind, Glassdoor to understand recent compensation packages. 3. Check sites like Payscale, and Levels[.]fyi to check general salary ranges. 4. Look at similar job descriptions in states like WA, and NY to see base salary ranges. Know your numbers before you say numbers. If you don’t know them, don’t provide them. Simply ask for more time and respond later. A - Articulate 1. Present your case clearly and persuasively. 2. Use logic, data, and evidence to support your position. 3. Address potential counter arguments proactively. ***Defer the negotiation to after the interview if possible. If you’re forced to provide an expectation, keep your answer minimally sufficient. V - Value *Your best negotiation tool is your interview. 1. Deliver clear examples of how you have created value for past customers and employers. 2. Connect your skills and experiences to return on investment (ROI) opportunities. 3. Leverage targeted pitch decks to explain how you would deliver results for the business. E - Explore 1. Consider all aspects of the offer once in hand. 2. Understand what components of the offer are negotiable, and prioritize them according to where you want to focus. 3. Common components often include: - Base salary - Sign on bonus - Equity, or restricted stock units - PTO - Work from home, or flexible location days 4. Establish common ground on areas of agreement when you counter. And remember; be reasonable and transparent. Hiring teams want you to be happy with your offer. Let them know if you’re not. - - - What would you add to this framework? Let me know in the comments.

7 Simple Scripts To Ask For A Higher Salary (Without Sounding Pushy): 1. The Market Data Play "Based on my research, similar roles in this industry and location typically pay [$X-$Y]. Given my experience and contributions, is there room to align my salary more closely with market rates?" When To Use It: Leverage this when the salary range or offer comes in below the market rate that you researched ahead of time. Using data makes your argument more objective! 2. The Value-Driven Ask "In the past [X months/years], I’ve [list key achievements] which has led to [measurable outcomes]. I’d love to discuss how my compensation can reflect the value I bring to the team that’s exceeded the expectations for my role." When To Use It: Use this when you’re negotiating for a raise. When you illustrate the exact value you’ve driven beyond expectations, it makes your argument much harder to object to. 3. Flipping The Script "I’m glad you brought up salary. Would you be willing to share the range that you all have budgeted for this role?" When To Use It: If an employer asks you to share your salary expectations during the interview process. This pushes the question back on them and you’ll be surprised at how often they’re willing to share a range with you! 4. The Current Consideration Approach "My #1 priority is making sure the next role I choose is a great fit. With that said, I’m currently being considered for roles in the range of [$X - $Y]." When To Use It: Early in the interview process if the employer pushes you to share a specific range before moving you forward in the process. This emphasizes fit over salary and also positions your ask as a market rate vs. just “what you want.” 5. The Future-Focused Script "I see myself growing with the company and taking on [X responsibilities]. What would it take for my compensation to reflect that level of contribution?" When To Use It: In a 1:1 with your manager a few months ahead of your review cycle. This question paves the way for a specific set of goals and expectations that align with the promotion you’re alluding to. 6. The Alternative Options Strategy "I understand there’s no more room to move on base salary. Would it be possible to explore other options such as a performance-based bonus, equity, or something similar?" When To Use It: In a conversation where the company has said they’re not able to budget on a specific item. When you offer alternatives, you give yourself a chance to increase the value of the offer. 7. The “Closed Door” Ultimatum "I’m incredibly grateful for this offer and I’m honored and excited about the opportunity to work with this team. However, the compensation package is currently below market rate for my skills and experience. I’d love to find a way to make this work, but if this is the final offer I’ll have to politely decline." When To Use It: When you’ve tried to negotiate but the other side isn’t willing to move and the offer is still well below your expectations.

How to ask for a pay rise with confidence 📈 Here’s the trap I see all the time. People often go into pay negotiations explaining why they need the money or over-apologising for even having the conversation. But this isn’t about need. It’s about value. If you’re preparing to negotiate, focus on three things: 1. Market data Know the market rate for your role. Go in informed, not emotional. 2. Your value Have a clear list of your achievements and how they’ve moved the business forward. A simple habit that helps: keep a running file of positive feedback, results, and wins (the emails that say “great job” or “this made a difference”). 3. A clear number Know the figure you’re asking for and be ready to explain how you arrived at it. No apologies. No “sorry for asking”. No over-justifying. You’re not asking for a favour. You’re charging fairly for your skills.

46% of men ask for pay rises. But ONLY 33% of women do the same. Why? Fear of rejection. Fear of being labeled "difficult." Belief that hard work alone will get noticed. But not asking costs more than just money: It costs respect. It costs opportunities. It costs career growth. Why don’t more women ask for pay rises? - Fear of backlash. Will it damage their reputation? - Lack of confidence. Many women feel uncomfortable asking. - Undervaluing their worth. Some think they’re already being paid fairly. - Social conditioning. Women are taught to wait, not push. What can women do? Prepare. ↳ Know your market value. Use data to back your case. ↳ Outline your contributions, show how you’ve added value. Reframe the ask. ↳ It’s not about conflict, it’s about fairness. ↳ You’ve earned it. This isn’t a favour. Build confidence. ↳ Practice your pitch. Go in with clear goals. ↳ Remember: the worst they can say is "no." ↳ But a "yes" could change your career. What can men do to help? Encourage conversations. ↳ Normalise asking for raises. Support your colleagues. ↳ Speak up when women are undervalued. Challenge biases. ↳ Help break the stigma around women advocating for themselves. And managers? Create an environment where asking for raises feels safe. Be transparent about how raises are decided. Recognise the contributions of everyone on your team. It’s time to level the playing field. *UK only data

Most people wait until they feel underpaid to ask for a raise… But if you’re asking for more money without a paper trail of your wins, it’s already an uphill battle. A better approach? Set a performance and compensation tracker with your manager at the start of the year. Align on the metrics that matter, the outcomes you plan to drive, and what kind of comp change would reflect that impact. You should be asking for a raise every year - if you actually value the work you do. Not out of entitlement, but because you’re driving results. And results should be rewarded. Now your raise isn’t a surprise - it’s a milestone. You’re not just hoping they remember what you did. You’ve got it all documented, and they’re in the loop the entire way. Even if you’re not ready to negotiate yet, start tracking your performance. Because if you don’t, no one else will. Document the impact. Share the wins. Make the case easy to say yes to. #careerstrategy #salarynegotiation #performancegoals #askingforaraise #corporatelife #compensationplanning

Most people ask for raises wrong. They say I've been here two years, rent went up, I work hard, I deserve more. Boss hears pay me because of personal finances and tenure. Your expenses aren't employer's problem. Time served isn't value created. What works: I've delivered X Y Z results with measurable impact. Based on market rate for this contribution, here's my request. Business case not personal plea. Step one: Build your case. Document quantifiable wins, revenue generated or saved, projects delivered, problems solved, expanded responsibility, external validation. Minimum six to twelve months documented impact. Step two: Research market rate. Use Glassdoor, Levels, Payscale, industry surveys, recruiter conversations. Need data not guesses. If you're at fifty thousand and market is sixty-five to seventy-five, strong case. Step three: Timing matters. Good timing after major win, during review cycle, after taking on more responsibility. Bad timing during layoffs, after costly mistake, first month in role. Step four: The conversation. Email to schedule thirty minutes, don't ambush. Opening: discuss compensation, been here timeframe, contributions warrant adjustment. Present quantified achievements, market data, specific ask, then stop talking. Step five: Handle objections. Budget tight? Ask when next cycle begins. Top of band? Discuss promotion. Can't match outside offers? Ask for fair compensation reflection. No? Ask what needs to change. Step six: After conversation. Three outcomes: yes get in writing, not now get timeline and conditions, no decide if staying makes sense. ------------------------------------------------- Follow me Dan Murray for more on habits and leadership. ♻️ Repost this if you think it can help someone in your network! 🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/d9TnkzdH