How to Ask for a Pay Rise at Work

If you walk into a meeting and say, I want a 20% pay rise, you've already weakened your position.

My name's Lee and I've worked in talent acquisition for over 20 years. I've seen pay conversations from both sides, and most people get this wrong because they turn it into a demand.

They say,  I've been here two years. Everything's more expensive. I work really hard.

I check the market and I'm underpaid. Here's the problem. You've just forced your manager into a yes or no decision.

That triggers defensiveness. A pay rise isn't a reward for effort. It's a business investment.

So here's how you do it properly. First, anchor to impact. What have you delivered in the last 6-12 months? Revenue generated.

Costs saved. Projects delivered. Problem solved.

Be specific. Numbers win. Second, know your market value.

If you don't know the salary range for your role, level and location, you're negotiating blind. Third, frame it as progression, not a demand. Instead of, I want a pay rise.

Say, over the past year I've delivered X, Y and Z. Based on current market benchmarks, roles at this level sit around X and Y. I'm committed to continuing to grow here. What would I need to demonstrate to move to that figure within the next 6 months? Now you've done three important things. You've shown value.

You've shown commercial awareness. And you've opened a conversation. If they say yes, great.

If they say no, you've asked for a roadmap. And if they can't give you one, that tells you something about your long-term prospects there. Salary conversations aren't emotional.

They're commercial. Approach them like an adult and you'll dramatically increase your chances. For more no-nonsense career advice, hit the follow button.

Theintrovertedrecruiter