Wanna Pay Rise? !

Talking about a pay rise; this is not uncommon & sometimes occurs at salary or pay rise reviews. Ask your boss to list to you what will qualify you for a pay rise next time, what you need to work on and what the timeframe is. If he lists these minor mistakes, it would appear that they are important to your boss and you would need to work on them. If he doesn't list these minor mistakes, you can inquire why he hasn't. Next time the pay rise come up, brings up the list in the meeting & goes over each item with him/ her. This would make it harder for the boss to refuse the pay rise, if you qualify based on the list. Asking negotiating or getting a pay rise, raise, salary increase or job promotion can be successful and rewarding if done correctly. There is no standard method, but there are different approaches on how to ask, negotiate or get a pay rise, raise, salary increase or job promotion. A pay rise or pay raise request is usually asked for or requested by setting up a meeting with your immediate manager and by discussing the pay rise in the meeting.

Regarding how much to ask for, that really depends job market conditions, your level of expertise in your field and also depends on how much you are confident you are worth to your employer. If you don't ask, the boss may simply give you a small pay rise and consider you would be happy with that. It is always best to ask for more than you are expecting and then negotiate, because you rarely get exactly the pay rise that you ask for.[/i]

If you are expecting a 10% pay rise, you should ask for an 18% rise & then negotiate with your boss/ employer. If your job role is critical, if you’re underpaid or if your role would be hard to fill if you left, and then you will be in a more powerful position to negotiate your next pay rise.

Even if your immediate manager is in a different location, it is better to wait until you can discuss in a meeting instead of writing a pay rise request letter.

Make weekly or monthly notes of all your achievements & how the company &/ or its clients have benefited from your achievements. This is one of the best justifications for a pay rise.

If you deserve a pay rise, ask for it, even if your boss/ employer says the economy is not that good ... etc. and don't give up, even if they are not giving anyone a pay rise.

If you are confident that you deserve a pay rise, be persistent, but be reasonable & professional.

It is usually quite simple to ask & if you haven't received a pay rise recently, your boss is probably expecting you to ask for one.

A pay rise can be in the form of salary packaging. It can be a company car, laptop, additional insurance, cell or mobile phone.... etc.

If you ask for a pay rise & you are not successful, ask your boss what will qualify you for a pay rise in the future & what the timeframe is. Follow up with him/ her within the timeframe given to you.

 

[LekshmiGPilllai]

This is such a practical and well-explained guide on approaching a pay rise. I completely agree that preparation is key—tracking your achievements, understanding your market value, and setting clear goals with your manager can make a huge difference. I also liked the point about being persistent yet professional. Many employees hesitate to initiate the conversation, but when done with confidence and respect, it can lead to meaningful outcomes. Salary discussions aren’t just about money—they’re about communicating your worth and contribution effectively.

Curious—has anyone here tried the "achievement tracker" method mentioned? Did it work in your favo
r?

 

[Priyani Gupta]

The article on requesting a pay rise provides a pragmatic and well-rounded approach to a subject that often causes anxiety among employees. It acknowledges that pay rise discussions are a common part of professional life and offers practical guidance on how to navigate them effectively. The emphasis on communication, preparation, and professionalism is particularly valuable.


One of the article’s strongest points is encouraging employees to seek clarity from their boss on what criteria must be met to qualify for a pay rise. This approach shifts the conversation from vague dissatisfaction to concrete goals and expectations. By asking the manager to list specific areas for improvement, employees can focus their efforts strategically, making it more likely that their performance will meet the employer’s standards. This also provides a documented framework that the employee can revisit during subsequent reviews, reducing ambiguity and making it harder for the manager to dismiss the pay rise request unfairly.


The advice to prepare notes on achievements and the benefits they bring to the company or its clients is also essential. In any negotiation, especially one about compensation, objective evidence of value added is a powerful tool. Regularly documenting successes helps employees build a strong case and provides a confidence boost during discussions. It also encourages continuous reflection on one’s contributions, fostering professional growth.


I appreciate the article’s realistic outlook on salary negotiation. It rightly notes that there is no one-size-fits-all method but suggests asking for a higher percentage than expected (for example, 18% when aiming for 10%) to leave room for negotiation. This is sound advice rooted in negotiation theory, as it sets the stage for compromise without losing sight of the desired outcome. Furthermore, it highlights that factors such as job market conditions, criticality of the role, and underpayment should inform the ask. This shows an understanding that salary discussions are influenced not only by individual performance but also by external realities and business needs.


The mention of alternative forms of compensation, such as company cars, laptops, or additional insurance, is a useful reminder that pay rises are not limited to base salary increases. This flexibility can benefit both employees and employers by aligning rewards with personal preferences and business constraints.


Lastly, the article’s encouragement to be persistent yet professional, even when the economy is tough, is a valuable mindset. It acknowledges that while immediate pay rises may not always be possible, ongoing dialogue and commitment to improvement keep the door open for future opportunities.


In summary, the article provides a clear, practical, and appreciative roadmap for anyone preparing to discuss a pay rise. It balances assertiveness with respect for managerial processes and highlights the importance of ongoing communication and documentation. By following these strategies, employees can enhance their chances of achieving fair compensation aligned with their contributions.

 

[Dhruv Bindhani]

The provided text offers practical and insightful advice on how to approach a pay rise discussion. It emphasizes a proactive, strategic, and well-documented approach, moving beyond simply "asking" for more money to a more structured negotiation.

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Proactive Preparation is Key​

One of the strongest pieces of advice is to initiate a conversation with your boss before the pay rise review even happens. By asking your boss to list what will qualify you for a pay rise next time, what you need to work on, and the timeframe, you essentially create a clear roadmap for your advancement. This turns a potentially subjective discussion into an objective one. The text rightly points out that if your boss mentions "minor mistakes," it's crucial to address them, as they are clearly important to them. If no such issues are raised, it empowers you to question why they haven't been.

This preparation also involves meticulously tracking your achievements on a weekly or monthly basis, noting how your contributions have benefited the company or its clients. This tangible evidence provides strong justification for your request and makes it significantly harder for your boss to refuse a pay rise if you've met the agreed-upon criteria.

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Negotiation Tactics and Considerations​

The article provides valuable guidance on the negotiation itself. It suggests that you should ask for more than you expect (e.g., 18% if you're aiming for 10%) as you rarely get exactly what you ask for. This allows room for negotiation. Your negotiating position is stronger if your job role is critical, you're currently underpaid, or your role would be difficult to fill if you left.

While the text advises against written requests and prefers a face-to-face meeting, even if your manager is in a different location, this might need slight re-evaluation in today's increasingly remote work environments. A video call could serve as an effective "meeting" if physical presence isn't feasible.

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Persistence and Professionalism​

The advice to be persistent but reasonable and professional is excellent. Even in a challenging economy, if you believe you deserve a raise and have the documented achievements to back it up, you should ask for it and not give up easily. The text also wisely points out that a pay rise isn't always just about salary; it can include salary packaging benefits like a company car, laptop, or additional insurance, offering alternative avenues for increased compensation.

Finally, the instruction to follow up if your initial request isn't successful, by reiterating the request for clear qualifying criteria and a timeframe, ensures that the conversation remains open and goal-oriented for future reviews. This overall approach transforms the often-dreaded pay rise discussion into a structured opportunity for professional growth and fair compensation.