How can you negotiate salary during a probationary period or performance review?

1 Know your worth

Before you start the negotiation, do some research on the market rate for your role, industry, and location. You can use online tools, salary surveys, or network with peers to get a sense of the average pay range and benefits. This will help you set a realistic and fair expectation for your salary, and also give you some leverage to justify your request.

2 Prepare your case

To negotiate effectively, you need to show your employer how you have contributed to the organization's goals, performance, and growth. You can use the SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound) to highlight your achievements, skills, and impact. For example, you can say "I increased sales by 15% in the last quarter by implementing a new strategy and closing 10 new deals". You should also prepare some evidence to support your claims, such as reports, feedback, or testimonials.

3 Choose the right time

Timing is crucial for salary negotiation. You want to avoid asking for a raise when the company is facing financial difficulties, undergoing major changes, or dealing with a crisis. You also want to avoid asking too soon or too late in your probationary period or performance review cycle. Ideally, you should initiate the conversation when you have proven your value, received positive feedback, and established a good rapport with your manager. You can also look for cues from your employer, such as when they ask for your feedback, goals, or expectations.

4 Be confident and respectful

When you start the negotiation, be confident and respectful. Express your appreciation for the opportunity and the feedback, and state your salary expectation clearly and politely. Avoid using ultimatums, threats, or comparisons with other employees. Instead, focus on the value you bring to the team and the organization, and how your salary request reflects that. You can also mention any additional benefits or perks that you are interested in, such as flexible hours, training, or bonuses.

5 Be ready to compromise

Salary negotiation is a two-way process, and you need to be ready to compromise and find a win-win solution. Your employer may not be able to meet your exact expectation, but they may offer you other options, such as a smaller raise with a future review, a one-time bonus, or more non-monetary benefits. You should listen to their counter-offer and evaluate it objectively, considering your goals, needs, and alternatives. You can also ask for some time to think about it, if needed.

6 Follow up and celebrate

Once you reach an agreement, you should follow up and confirm it in writing. You can send a thank-you email to your manager, summarizing the main points of the negotiation and expressing your gratitude and enthusiasm. You should also keep a copy of the email and any other documents for your records. Finally, you should celebrate your achievement and continue to perform well in your role, showing your employer that you are worth the investment.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?