How to Ask for a Raise

If you’re like most women in the work force, it’s highly possible that you are being underpaid for the work that you’re doing, especially compared to your male counterparts. There could be a host of reasons - it could be gender bias, or that you didn’t negotiate hard enough when you were hired. Maybe you’ve been given more responsibility without an adjustment to your compensation, or were expecting a bigger increase at your annual review. Whatever the reason, what happened happened and the time has come to correct it.

Negotiating for more money is a normal and essential part of growing in your career, and if you avoid doing it out of discomfort or fear, you’re potentially giving up a lot of money. Your money. You’re also giving up the chance to get more comfortable advocating for yourself, which is an important skill to hone as you grow in your career.

Here’s everything you need to know about how to structure the conversation when asking for a raise or negotiating your salary for a new job.

Knowledge is Power

The most important thing to begin with is the innate confidence that you deserve more. Not simply because you believe it to be the case but backed up by evidence. One way to ensure this is by always keeping your resume updated as it provides a frequent reminder for you of your value and accomplishments. Another thing to consistently do is nurture your network and keep in frequent contact with recruiters and headhunters. When recruiters reach out to you, take their calls even if you’re not interested in the specific position. This is how you know what’s out there and what roles pay, who is hiring and what the industry thinks of your profile. It also keeps your name at the top of their minds if a more fitting role becomes available. When you’re receiving interest from other companies and aware of the going rate for a person with your track record and experience, you are armed with tangible evidence of your worth which emboldens you to make the case to your current employer.

Entice them to act

Structure the conversation around why it is in their best interest to make you happy and not simply why you need/want the raise. The company exists to make money or carryout their objectives not to make you happy but if you can show them that making you happy (by giving you the raise or desired salary) is in their best interest you are more likely to get a positive outcome. You do this by going into the conversation prepared with facts about what you’ve done, positive feedback you’ve received, what you’re working on and what you’ve been tasked to do in the future.

Continuity is key

They don’t want to search for someone new, disrupt work flow, start a project from scratch, train someone new etc. Find a positive way to remind them of this. Maybe an important client enjoys working with you, or you’ve nurtured a previously difficult relationship etc. Gently hint at what a disruption your departure would be by stressing how essential you are to a sensitive area or how vital your impact will be on a big opportunity.

You’re saving them money

Firmly remind them that it is in their best interest to give you the raise than to hire someone from the outside who will expect what you’re asking for, if not more. Even if you don’t say it blatantly, they know that hiring from the outside may also incur costs from the search (placing ads, using a search firm etc). You see what a great employee you are? You’re actually saving them money!

Hit them with facts

List your accomplishments and quantify them. For example, I’ve grown sales by x%, I’ve saved $y, I’ve brought in X number of new clients, I’ve implemented these successful strategies etc. You are demonstrating that this ask is aligned with your skills, performance, responsibilities and the value you add. List what you’re currently working on and what you have planned for the future to nudge them toward continuity.

Be realistic

You get what you want by knowing what to want. For example, if the salary range is 125K-160K but you’re currently making only 100K don’t ask for 160K. That’s unlikely to happen. Try to land at the 130K. It’s a big jump for you and still in the pay range of the position so don’t get caught up on how it should be 160K. Another scenario could be if you’re already earning 120K but they gave you much more responsibility and you have the experience, you can push closer to the maximum end of the pay range. Have a number in mind and communicate it. If they don’t give you the number you asked for, let them explain why. Make them work a little bit.

Be careful what you reveal

If you’re negotiating for a salary for a role at a new company, ask them very early on what the pay range is for the role and try your best not to disclose your current salary. Especially if the recruiter reached out to you first. Ask early for the salary range so that neither party is wasting their time. A lot of companies will ask what you are currently making and try to give you a raise based on that number when you should be negotiating based on what the new role is worth. Because you would have done your research on the position, industry and company, you should already have an idea of what the pay range for certain roles should be. Use your network to gather information - former bosses, friends, mentors. If the range begins at a salary level that is higher than your current salary, negotiate in that range. What you are making today has nothing to do with that new role. If they try to lock you into disclosing what you make, tell them it’s confidential (most contracts are). If it starts to get contentious or uncomfortable, then tell them the number. In the US most companies expect that you will pad your current salary (so do it), but in Europe they may ask for proof, so try your best to avoid disclosing it until you know what the pay range is for the role. Regardless, make it clear that you don’t want to continue discussions if the salary isn’t going to pay within the range you know the job is worth. For example if you’re an Account Manager currently making 90K but interviewing for a director role with a range from 125K-160K... don’t accept 108k from them even though it’s a 20% raise. It sounds nice but the role is worth 125K-160K. Get paid within the correct range for that role. Otherwise you will be back here in a few years, reading about how to ask for a raise.

Please remember that no matter the company, the position or the industry, you are entitled to have some expectations. They are not doing you a favor by hiring you and paying you for your work. Release all feelings of attachment, guilt or gratefulness that you may feel to any company. It’s not personal, it’s strictly business.