Asking for a pay rise can be a bit daunting. Whether you’ve just had your annual appraisal or you’re looking for a well-timed opportunity, it’s easy to feel unsure about how to start the conversation. But here’s the truth: asking for a pay rise is a normal part of career growth, especially in the private sector where performance often directly impacts your compensation.
In this guide, we’ll walk you through how to handle your appraisal, when to ask for a pay rise, and how to approach the conversation with confidence.
Appraisals: A Chance to Show Your Worth
Before we dive into asking for more money, let’s talk appraisals. This is your opportunity to showcase what you’ve done and where you’re heading. While appraisals are a chance for your boss to evaluate your work, they’re just as much about you getting feedback and setting goals for the future.
What’s an appraisal all about?
- Feedback: Expect to hear what you’ve been doing well and where you can improve. This is your chance to show that you’ve met or exceeded expectations.
- Goal-setting: You’ll agree on targets for the year ahead. Be sure to ask about areas you can work on to increase your chances of a pay rise down the line.
- Development: A good appraisal can lead to more responsibility or training opportunities. Make sure you’re clear on how to develop further within the company.
Use your appraisal as a launchpad for the pay rise conversation. If you’ve done well, this is the perfect time to ask for a salary boost.
When’s the Best Time to Ask for a Pay Rise?
Timing is everything, and knowing when to ask for a pay rise can make a huge difference. You don’t have to wait for an annual appraisal, but if your performance is being recognised, it’s an obvious moment to bring up the topic.
Ideal Timing:
- After a strong appraisal: If your feedback is positive and you’ve hit or exceeded goals, this is a great moment to ask for a pay rise.
- When you’ve taken on more responsibility: If you’ve started leading projects, mentoring colleagues, or increased your workload, it’s a sign your role has evolved—and so should your salary.
- Following significant achievements: If you’ve recently landed a big client, improved processes, or contributed to major wins, it’s a great time to ask for more.
Don’t wait for the ‘perfect’ moment. If the time feels right and your manager seems receptive, go ahead and ask!
Do Your Research: Know What You’re Worth
Before you ask for more money, you need to know what the market says you should be earning. Salary data isn’t just about what you feel you deserve; it’s about what’s reasonable based on industry standards and the value you bring to your role.
How to Research:
- Salary websites: Check Glassdoor, PayScale, and Indeed for salary benchmarks in your industry, location, and role.
- Ask around (anonymously, of course): If you have peers or colleagues in similar roles, find out what they’re earning. This can help give you an idea of where you stand.
- Check the industry average: Research specific industry reports to find salary ranges for your role. This helps you understand if you’re being underpaid or if your expectations need adjusting.
When you know what’s fair and competitive, you’ll walk into the conversation with confidence and clarity.
Build Your Case: Show How You’ve Contributed
When you’re asking for a pay rise, don’t just say, “I think I deserve more.” Show your manager how you’ve earned it. It’s all about demonstrating the value you bring to the company.
Key Points to Highlight:
- Your achievements: Show how you’ve gone above and beyond—whether it’s hitting targets, bringing in clients, or improving team performance.
- Increased responsibilities: If your role has expanded—whether through more complex tasks, management duties, or cross-departmental projects—make sure you mention it.
- Skills and professional growth: Have you completed any relevant training or gained new certifications? This proves you’re adding even more value to the company.
Be specific. Use numbers, data, and examples to show how your work has benefited the business. The more concrete your evidence, the stronger your case.
How to Ask for the Pay Rise
So, you’ve done your research, you’ve gathered your evidence, and now it’s time to actually ask. Keep it straightforward, professional, and focus on the value you bring to the table. Remember, this is about aligning your salary with your contribution.
Tips for Asking:
- Be confident, but polite: Start by expressing your gratitude for your role and the opportunities you’ve had. Then, move on to talking about your achievements and why you think a pay rise is warranted.
- Frame it around your value: For example: “I’ve successfully led [project], bringing in [specific results], and I believe this reflects the value I’m contributing to the company.”
- Be clear, but flexible: Don’t leave it vague—state the amount or salary range you’re looking for, but remain open to discussion. If your manager can’t offer a raise straight away, ask what you can do to make it happen in the future.
What If Your Request Is Denied?
It happens. Sometimes the answer is no, or the timing just isn’t right. If that happens, don’t take it personally—use it as an opportunity to set goals for the future.
What to Do Next:
- Ask for feedback: If you’re denied, ask your manager what you can do to improve or what specific targets need to be met to justify a raise.
- Request a review timeline: If a raise isn’t possible now, ask when you can revisit the conversation—maybe in 6 months or after reaching certain milestones.
- Consider non-monetary perks: If salary isn’t on the table, look at other ways to improve your role—flexible hours, more responsibility, additional holiday days, or even training opportunities.
Even if you don’t get the pay rise you want immediately, you’ll have a clear path forward to help you reach it next time.
The Bottom Line
Asking for a pay rise can feel intimidating, but it’s just a normal part of career progression. By doing your research, preparing your case, and approaching the conversation with confidence, you can increase your chances of getting the salary you deserve. And if the answer is no, that’s okay—use the feedback to build your case for the next opportunity.
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