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

73% of employers expect you to negotiate. 55% of professionals don’t. That’s a costly silence. Negotiation isn’t about being difficult. It’s about showing up prepared and knowing your value. Here's how to do it right: 1. Research what’s fair ↳ Know the going rate for your role and level. 2. Know your impact ↳ Have proof of what you’ve led, built, or improved. 3. Define your range ↳ Set your target and your bottom line. 4. Look beyond salary ↳ Include PTO, bonuses, equity, flexibility. 5. Practice out loud ↳ Once is better than never. Confidence shows. Common missteps to avoid: 🚫 Accepting an offer on the spot 🚫 Leading with your lowest number 🚫 Ignoring the full compensation picture Smarter ways to respond: 🗨 “Based on what I bring, let's revisit the package.” 🗨 “What flexibility is there in total compensation?” 🗨 “Thanks. Can I take some time to review this?” Coaching 100s of people into roles they actually love  has taught me: You don’t get what you deserve. You get what you negotiate. Your new boss is expecting it. You just have to be ready. 🔖 Save this for when the offer comes in. 📤 Send it to someone who’s due for a raise. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this. P.S. Looking to grow your salary? Each month, I help a select number of people get 40-80% pay bumps and land fulfilling $200K-$500K roles. DM me "Salary" to learn how.

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

"I am about to get tapped for a promotion. The job I'm being asked to do will require significantly more hours, time on the road, and mental strain than the position I'm in now. My company has an internal promotion salary cap at 10%. I already feel underpaid. A 10% increase isn't going to feel worth it to me. I am really torn because the opportunity is a great way to expand my leadership experience and make a significant impact on the business. Still, I want to ensure my time is valued. What should I do?" Dear Job Seeker: Oh the old internal candidate arbitrary salary limit: 𝗣𝗮𝘆 𝘁𝗵𝗲𝗺 𝗹𝗲𝘀𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗰𝘁 𝗺𝗼𝗿𝗲. Here's your playbook: 1. Figure out what is at stake. - What is the worst that can happen? If you turn down the opportunity, can you stay in your current role? What relationships are at play? 2. Benchmark salaries HR needs data. In order to build a case for expanding the salary, present numbers. How do you find salary data? California, Colorado, Connecticut*, Hawaii, Illinois, Maryland*, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington require companies (some dependent on size) to include salary information in posted job descriptions. Search LinkedIn or Google jobs for job titles at companies with similar headcount/revenue and review salary insights. Most HR professionals consider PayScale to be the most accurate free salary transparency website. However, it primarily provides industry averages rather than insights specific to individual organizations. Personally, I find that insights directly from job descriptions are more valuable. 3. Present your leadership with a counteroffer. The presence of a negotiation often allows for easier passage over some structural barriers. The best time to negotiate your salary is when you're in demand. Negotiate before accepting the new offer. Armed with data, present your case for why the role should be paid at a higher rate. Remember-- they will pay more if they have to hire an external candidate. If they say no-- push for a timeline. Ask if they will consider a date for a mid-cycle review or put a bonus structure plan in place for the position. If you do not ask, you will not receive. 4. If they still say no.... you have a decision to make. ┿ Take the job and know you're underpaid. ┿ Decline the opportunity and stay in your current role. ┿ Take the job and start job searching right away. Leverage the new title in your job search efforts. 𝗕𝗲 𝗺𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗿𝗮𝗱𝗲𝗼𝗳𝗳 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝘁𝗶𝗺𝗲 𝗮𝗻𝗱 𝗺𝗼𝗻𝗲𝘆 Remember, your time is valuable. When you work more hours, that time is subtracted from other areas, potentially leaving you with less time for family, hobbies, or unpaid activities. Career coaches, HR leaders, and professionals: What advice do you have for this candidate who is navigating an internal promotion? #internalpromotion #salarynegotiation

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

10 Steps to Negotiate a Big Pay Rise with Specific Tips Mastering these strategies has enabled my senior leadership clients across industries and geographies to secure promotions and salary hikes exceeding 35%, even in challenging economic times. Because these steps helped them demonstrate their value as the professionals their companies need to navigate tough periods successfully. 1️⃣ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗬𝗼𝘂𝗿 𝗠𝗮𝗿𝗸𝗲𝘁 𝗩𝗮𝗹𝘂𝗲 ↳ Ask people you trust in your network in similar industries and in senior roles, to understand the band of salaries for your role/industry/location/experience combo. ↳ Make note of the upper limits. ↳ The next points will help you position your value as exceeding and deserving of those upper limits. 2️⃣ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗩𝗮𝗹𝘂𝗲-𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 ↳ Create a results-driven portfolio highlighting your contributions and impact. ↳ List accomplishments like revenue generated, costs saved, team improvements, or successful projects. 3️⃣ Prepare Your Business Case (𝗬𝗼𝘂𝗿 𝗩𝗮𝗹𝘂𝗲 = 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗥𝗲𝘀𝘂𝗹𝘁𝘀) ↳ Frame your ask in terms of value to the organization. ↳ Draft a precise pitch that connects your achievements to the company’s goals ↳ “I’ve led initiatives that saved $100M annually, and the pipeline is a solid $150M, and I’d like my compensation to reflect the value I bring.” 4️⃣ 𝗣𝗶𝗰𝗸 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗧𝗶𝗺𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 ↳ Pick the right moment, such as after a successful project or during annual budget planning. ↳ Schedule a meeting with your manager to discuss your growth and compensation explicitly. 5️⃣ 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗡𝘂𝗺𝗯𝗲𝗿 ↳ Decide on your desired salary, the range within which you’re willing to play, and a walk-away point. ↳ Be confident and prepared to share the rationale behind your number. 6️⃣ 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗬𝗼𝘂𝗿 𝗣𝗶𝘁𝗰𝗵 ↳ Practice with your coach to avoid wobbles. ↳ Role-play the conversation, focusing on staying calm and concise. Anticipate objections and prepare confident, value-driven responses. 7️⃣ 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗙𝘂𝘁𝘂𝗿𝗲 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗶𝗼𝗻𝘀 ↳ Emphasize your ongoing value, not just past performance. ↳ Outline a plan of how you’ll contribute in the next 6-12 months. 8️⃣ 𝗦𝘁𝗮𝘆 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 ↳ Avoid emotional arguments or ultimatums. ↳ Phrase your ask constructively, such as, “I really enjoy working here ..” 9️⃣ 𝗕𝗲 𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗼𝗳𝗳𝗲𝗿𝘀 ↳ If your initial ask isn’t met, consider non-monetary benefits. ↳ Negotiate for perks like additional vacation days, a performance bonus, or professional development funding if salary adjustments aren’t possible immediately. 🔟 𝗙𝗼𝗹𝗹𝗼𝘄 𝗨𝗽 𝗶𝗻 𝗪𝗿𝗶𝘁𝗶𝗻𝗴 ↳ Ensure clarity and commitment by documenting the discussion. ↳ Send a polite email summarizing your conversation, agreement, and next steps. ♻️ Share the post to inspire your tribe. 🔔 Follow Meera Remani for practical insights on leadership success.

What if you got an $80,000 raise? My client negotiated one at Amazon. He used the same 13 step framework I give all my clients. Here’s a breakdown so you can get paid what you’re worth: 1. Assess Your Finances Everything is negotiable. Maximizing your package is about knowing what options will be most impactful for YOU. So start by getting a clear picture of your finances. That lets you know what you should focus on with your negotiation strategy. 2. Research The Market Start by learning what the market pays for this type of role. Use resources like: - Glassdoor - LinkedIn Salaries - Levels FYI - H1bdata Look up the role at your target company AND their competitors. 3. Identify Your Range Next, identify your target range. This should be the largest "reasonable" jump you can make. Aim for the 70% mark in the role's range, +/- 5%. For example: Role Range: $50k - $100k 70%: $85k Your Range: ~$83k - $88k This is your opening bid. 4. Identify Plans A, B, & C Next, think about how to structure your range. We have three main options: Base Bonus Equity Plan A should focus on your #1 priority of those three. Plans B and C should be structured to hit your target range with the other two options. 5. Set Your MAO MAO = Minimum Acceptable Offer This is the minimum compensation you would say "yes" to. If the company will not meet it, you walk away. Share this with a partner or trusted friend before the process. They can stay objective when the pressure builds up. 6. Have The Conversation Early Aim for the first interview if you can. If your interviewer doesn't bring it up, you should. You don't want to waste your time if the ranges aren't close. If they are, you know the spectrum early and can spend the rest of the process preparing. 7. Don't Share Your #, Ask For Theirs Recruiter: "Can you share your salary expectations?" Don't give your # yet. Ask for theirs: "I'm negotiable, my first priority is ensuring this is a great fit." "But if you have a range you're open to share, I'd be happy to discuss." 8. Land On The Range If they share their range, nice! You can confirm if it's aligned. If they continue to push for a range? Share your range from step #2: "I'm currently being considered for roles in the range of $X - $Y but I'm negotiable if this is a great fit." 9. Wait For The Offer Now we wait for the offer. When they send it, gauge the difference between the offer and Plan A. Then say: "Thanks for the generous offer." "As mentioned, I'm being considered for roles in the range of X-Y, is there any way to make up the difference?" For steps 10-13, check the carousel below!

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