In today’s competitive job market, securing a salary increase requires more than just a good work ethic and dedication.
Salary increases that matter, demand a strategic, carefully thought out approach grounded in market research, quantifiable achievements, and a clear understanding of your value to the company.
This guide offers you concrete, actionable strategies to justify your salary increase, not matter what you are getting paid right now.
Do thorough research on what you’re actually worth. You don’t want to go into negotiations ignorant, make laughable requests, or shortchange yourself.
Understanding your market value is the foundation of a successful salary negotiation. Utilize resources like Glassdoor, Payscale, and industry reports to see the typical compensation for your role and experience level (years of experience with the title, as well as years in the industry).
Now… Assuming you know the number (or range) that you want, let’s go over both mainstream as well as Insider justifications for a higher salary.
Mainstream justifications can be effective, especially if your manager or HR department values these conventional reasons. However, these techniques often lack the leverage needed to forcefully negotiate a raise. They present a better case for your employer to consider but don’t inherently compel action.
You need to understand these mainstream justifications if you’re going to play the salary game well, so we’re going to cover them:
The short of it is: Many employers no longer see loyalty as a significant factor in salary decisions. It falls flat because it doesn’t demonstrate how you add substantial value to the company.
Example: “I have been loyal to the company for years and have consistently met all expectations.”
Counterpoint: Loyalty alone does not justify a raise. What truly matters is your measurable contributions and market value.
Evolved Version: “I have been loyal to the company for years, consistently supporting our team and company, which has built a strong foundation of trust. I’ve kept and continue to keep the team together.”
Being reliable is essential, but it’s the bare minimum expected from any employee. This is like taking credit for breathing or showing up to work on time.
Example: “I consistently meet all deadlines and maintain a high level of reliability.”
Counterpoint: Reliability is expected. It’s the baseline for job performance, not a reason for additional compensation.
Evolved Version: “I consistently meet all deadlines and am very reliable. I help create a dependable work environment. Our department exceeded its targets by 15% over the past year because we are reliable.”
Taking initiative is commendable, but it needs to be tied to significant outcomes to justify a salary increase. Employers need initiative that leads to tangible contributions to the company’s success.
Example: “I proactively take on new projects and responsibilities.”
Counterpoint: Initiative is important, but it must translate into measurable results to justify a salary increase.
Evolved Version: “I take on new projects and responsibilities proactively. Remember, I lead the recent product launch that exceeded sales expectations by 25%.”
Learning new skills is valuable, but the impact of these skills on the company’s bottom line is what matters most. It’s crucial to show how your new skills have directly benefited your team or department.
Example: “I have learned new skills that are valuable to the team.”
Counterpoint: New skills are beneficial, but their impact on the company’s bottom line is what truly matters.
Evolved Version: “I learned advanced data analysis, which I used to identify cost-saving opportunities that have saved the company $50,000 last year.”
Mentorship and training are valuable for team development, but it needs to be linked to improved performance and efficiency within the team. Highlighting specific instances where your mentorship has led to tangible results can strengthen your case.
Example: “I mentor new team members and help them get up to speed quickly.”
Counterpoint: Mentorship is valuable, but it should be tied to improved team performance and efficiency.
Evolved Version: “I mentor new team members and help them get up to speed quickly. Our onboarding time is down by 30% because of my mentorship.”
This is not a standalone reason for a raise. It’s important to combine this with concrete examples of how your attitude has positively impacted your work and the team.
Example: “I maintain a positive attitude and contribute to a good work environment.”
Counterpoint: A positive attitude is beneficial but insufficient as a standalone justification for a raise.
Evolved Version: “My positive attitude builds a culture of collaboration and positivity. This enhances team morale. We have very low attrition don’t we? It’s because of our culture, which I helped build.”
Being part of initiatives that bring positive changes is a strong point, but it needs to be supported by specific outcomes. General statements about contributions are less persuasive than detailed accounts of your impact.
Example: “I have been part of initiatives that brought positive changes to the company.”
Counterpoint: What do you mean by that? Specify the changes and quantify their impact to strengthen your case.
Evolved Version: “I have been part of important initiatives, such as streamlining our supply chain. This improved our delivery times by 20%.”
Long tenure can be a factor, but it’s the accomplishments and improvements during this period that matter. Highlighting key achievements over the years can make this argument more compelling.
Example: “I have been with the company for several years.”
Counterpoint: Tenure alone doesn’t justify a raise. Highlight achievements during this period.
Evolved Version: “I have been with the company for several years now, and I’ve always managed to beat my targets. Plus, I’ve been a big help on some important projects that really boosted our revenue.”
Meeting client needs is an essential part of your job, basic expectations. To use this as a justification, you need to show how your efforts have led to exceptional client satisfaction and retention.
Example: “I always meet client needs and exceed their expectations.”
Counterpoint: That’s your job. Focus on how you’ve driven client satisfaction and retention.
Evolved Version: “I always meet client needs and exceed their expectations. Our clients keep referring us for a reason – 15% increase in client referrals over the past year alone.”
Now that you know about the basic justifications most employees try to use, let’s get to the juicy part…
The following justifications are science-based and empirically demonstrated techniques that significantly increase the likelihood of securing a salary increase. They leverage power, negotiation techniques, and human psychology to create compelling arguments.
Providing concrete evidence of your contributions through quantifiable achievements is highly persuasive. Whether it’s cost savings, increased revenue, or process improvements, numbers speak louder than words. Always have evidence to back up your claims. Concrete numbers speak volumes.
Example: “In the past year, I’ve saved the company $100,000 by optimizing our supply chain.”
Taking on additional responsibilities without a corresponding increase in pay is a strong argument for a raise. It’s essential to document these added duties. You need to either show these new responsibilities are valuable and lead to tangible outcomes, or that you’ve been asked to take on these responsibilities without a corresponding pay increase.
Example: “Since my promotion, I’ve taken on additional responsibilities including project management and team leadership.”
Using market research to highlight discrepancies between your current compensation and the industry standard is a powerful tool. This approach shows that you’re informed and that your request is based on objective data. (Hint: Provide data from reputable sources.)
Example: “Based on current market research, [your title] makes a salary of $X, which is Y% higher than my current compensation.”
Continuous development and acquiring new certifications can significantly enhance your value. These not only make you more employable in the marketplace, but in some select cases, may come with organizational requirements to pay you more.
Remember: Skills and certifications alone don’t matter. Linking your new skills to your current role and demonstrating their impact is necessary.
Example: “I’ve recently completed a certification in [relevant field]. And I’m using what I learned every day. This is saving us money.”
Leveraging positive feedback, especially when it comes in writing, can be very effective. Use specific points from your evaluations. Specific pays.
Example: “My recent performance evaluations have been excellent, specifically noting my leadership in [key project] and my ability to consistently exceed expectations.”
When the company is performing well financially, it’s an opportune time to request a salary increase. Aligning your request with the company’s success demonstrates your awareness of the business environment as well.
Example: “With how well the company’s been doing financially lately, I think it’s fair to talk about my pay.”
Of course, nothing comes easy… You are likely to get pushback when you ask for more pay.
Which is why, anticipating objections is a critical part of preparing for a salary increase discussion.
You should know that most employers have standard responses to salary requests, and being ready to address these objections can significantly strengthen your position.
Budget constraints are a common objection. The easiest option is to suggest alternative forms of compensation. A more nuanced approach is to get a future commitment, so that your request gets cemented in the next budget cycle.
Counter 1: Alternative Compensation
“I understand budget constraints, but my work improved our bottom line by [specific amount]. Perhaps we can discuss alternative compensation like bonuses, stock options, or additional vacation days.”
Counter 2: Future Commitment
“I appreciate the current budget constraints. Can we set a timeline to revisit this discussion during the next budget cycle? In the meantime, a written commitment for a future salary review would acknowledge my contributions.”
This is about equity and not a legitimate objection, even though many people may feel that it is.
Emphasize your unique contributions and increased responsibilities. You can also highlight the fact that equity does not have a place in a capitalist framework, where merit and contribution drive the exchange of money.
Counter 1: Capitalism
“I understand the idea of fairness, but it doesn’t quite capture everything. I’ve been taking on more and doing a lot around here. In a capitalist system where what you bring to the table matters, it’s important to recognize that and adjust my salary accordingly.”
Counter 2: My Role Is Different
“My workload and responsibilities have really grown. I think it’s time we talked about adjusting my pay to match what I’m doing now, not just what I used to do.”
This objection is basically: “Hold on there tiger… We need you to get some things done for us first.”
It can be addressed by acknowledging the feedback and committing to improvement. Keep in mind, if you received this objection you are unlikely to change their opinion on the spot. Therefore, it’s a more strategic approach to defer the conversation, and set up an environment where you can use their performance improvement request as ammunition.
Counter: “I’m committed to improving and have already taken steps to address these areas. Can we set specific goals and revisit this discussion in three months?”
A hiring freeze doesn’t necessarily mean salary increases are off the table. Highlight your value and potential cost savings from retaining experienced staff. When responding to this, however, make sure that it doesn’t sound like “I’ll leave if you don’t pay me”.
Counter: “I get why there’s a hiring freeze, but it’s important to invest in the people already here. With all the extra work I’m doing and the impact I’m making, it’s only fair to talk about adjusting my compensation.”
They might be giving this to you as a delay tactic, or they may have some legitimate concerns.
Counter 1: Address Timing Concerns
“I understand timing is crucial. Could you give me more details on why this timing might not be ideal? Knowing the constraints will help me better understand and address any concerns, making sure my request is timed appropriately.”
Counter 2: Future Delay
“Can we set a date in the near future to revisit this conversation? I’d like to ensure my contributions are fairly recognized and that we have the opportunity to discuss this at a more opportune time.”
If sustained performance is a requirement, you need to make sure that this is an actual legitimate requirement rather than a red herring. Get specific. What do they mean by sustained performance?
Once you understand their position, be sure to establish a timeframe for you to demonstrate the sustained performance they are asking for.
Counter: Define Clear Performance Metrics
“Got it.. Can we set some clear performance metrics or goals and a timeline? That way, I know exactly what’s expected, and we can track my progress together. Once we’ve hit those markers, we can circle back and chat about that salary adjustment.”
Certain behaviors and approaches can undermine your credibility and weaken your position. By avoiding these pitfalls, you can ensure that your request for a salary adjustment is taken seriously and approached with the respect it deserves.
Focus on your professional contributions and market value, not personal financial needs. Personal reasons can undermine your professionalism and weaken your negotiation position.
Approach the conversation professionally, emphasizing your value to the company. Entitlement can be off-putting and counterproductive. People dislike entitled people, and entitlement does not come across as confident, and instead, appears as arrogant.
Maintain a calm, collected demeanor to keep the discussion productive. Emotional arguments can detract from your main points and make negotiations more challenging.
One of the best ways you can maintain your professionalism is to prepare for the conversation. While sending a salary request via email might seem like a convenient option, it’s not. Typically, the email will prompt a follow-up conversation where you’ll need to talk to them anyway.
In other words, you have to get good at having uncomfortable conversations and a professional and detached manner. One of the most effective preparation methods is to have mock conversations with a trusted friend or coach. (See our events for more details).
Choosing the right moment to ask can significantly impact the outcome of your discussion.
Asking for more money is simple. Getting more money because you ask is an art.
By leveraging power dynamics, negotiation techniques, and human psychology, you can build a compelling case that goes beyond conventional justifications.
Remember: most people just follow toothless advice and repeat what they heard from others without truly understanding how the corporate game really works. Ironically, Human Resources has made a fully fledged discipline out of diffusing, rejecting, and controlling the typical approach from the typical employee.
Having a solid, material, and powerful justification for your pay is crucial not only for grabbing that raise, but also for maintaining your job security and title growth.
Ultimately, understanding how corporations think, and being able to differentiate between “what they say” and “what they do“, is one of the key ingredients to getting compensation that others might consider unreasonably high.
Ask and you shall receive!
You just need to know how to ask…