Learning how to ask for a raise is an important career skill. So, let's dispel some of that right from the start. You don't enter into a salary negotiation because you want to make more money. Everyone you work with would like to earn a higher salary, and there is no way that the company could afford to give everyone the pay boost they want. This isn't the conversation to have.
Asking for a raise is not about asking for more money, rather it is about making a business case to your boss that your contributions to the success of the organization are under-valued. Even in your own mind, framing it in those terms can help take some of the discomfort off having the conversation. This is because it's not personal, it's business. It's a transaction.
Know how much you are asking for
When you are having a professional conversation with your boss about increasing your compensation, it is critical that you know how much you are asking for. This demonstrates that you have done your research and are basing your request on hard numbers, not personal needs or subjective desires.
You don't get a raise because your kid has joined an expensive sport, or because your spouse is suddenly getting fewer hours at their job. Those are personal issues. You also don't automatically receive a raise for finding out that Sabrina down the hall earns more than you do. Maybe Sabrina was a better negotiator when she was hired. [See also: How to negotiate your starting salary.] That's between Sabrina and the employer.
Your raise should be based on the value of your contribution to the team. Your argument should demonstrate the difference between the amount you are compensated for and the net positives you contribute to the company. You can use Talent.com's salary tools to research the market rate for positions such as yours.
Prepare your business case
Go into the conversation with your boss armed with a list of your unique accomplishments and successes that demonstrate how you are a stand-out team member. What have you achieved in your role for the company that a different person in that position might not have? It is these successes that can convince your employer that it is in their best interest to keep you motivated and happy in your job.
What else have you taken on since the last time you and your manager discussed your salary? Have you been given more responsibility? Are you working longer hours, delivering more results, managing more people? The key to this negotiation is not that you want to earn more money, but you have a solid case for why you deserve to earn more money.
That case is best made through concrete examples, and whenever possible, hard numbers. Show your manager how you have generated sales, cut down on customer complaints, increased efficiency, or streamlined processes. The nature of your accomplishments will vary depending on your role, but the underlying message remains the same.
You are an asset to the team, and your compensation level should reflect the increased value you are adding to the company’s success.
Choose wisely when to ask
When asking for a raise, the timing can be critical. It should go without saying that if the company is struggling with any kind of setbacks or experiencing layoffs or a budget crunch, don't ask for a raise. It will only serve to make you appear clueless as to the state of the organization at the time. Never a good look.
You should have the a conversation with your manager face-to-face. Sending an email asking for a raise is easily ignored, and it gives your boss lots of time to come up with reasons not to pay you more. Making the pitch in person for why your contributions are undervalued will be more impactful.
Ask for a raise in a meeting booked just for that purpose or in a regular check-in with your boss. Don't tack a salary negotiation onto the end of a meeting about a specific project or event. In such a case, your manager will have their mind on other things, and they would expect that you do too.
You don't want to do anything to undercut your core message – which is that you are a top performer who is undercompensated. Top performers don't interrupt project planning sessions to talk about their own paycheques.
When the company is doing well, and you have a few key accomplishments to bring to the table, or you have just taken on more responsibilities or acquired some valuable skills, book a one-on-one with your boss and make the case.
Keep it positive and professional
It bears repeating that this is a business transaction, not a personal matter. It's about a business case for dollars and cents. Well, mostly dollars. If your boss turns down your request, be gracious, not bitter. You don't want to tarnish your professional reputation or working relationship over a setback.
Ask what you can do to increase your chances of getting a raise in the future and what the timeline might look like. Express your interest in taking on more and growing in your career. That might sound like asking for more work, but that's how compensation is usually structured. You don't get paid more for continuously doing the same thing.
Never give your boss an ultimatum or threaten to walk out. This is hostile behaviour, and it can only negatively impact the negotiation. Plus, your boss could always call your bluff.
Make sure your employer knows throughout the conversation that you are committed to the team and your work. You just have a case for why you should be compensated a little more for doing it.
And if your salary is frozen at your current job and you are committed to bringing home more pay, you can always find a new opportunity and negotiate a higher starting salary.
