How can you prove your worth when asking for a raise?

I have always leaned toward documentation after salary surveys, etc. Remind the boss how on a certain day you saved their bacon by (blank). If you tell them you are leaving, stand behind what you say. Don't say what you don't mean.

Data speaks volumes in any negotiation. I always encourage people to save compliments and gratitude emails they receive regarding their work with others in the organization. Showing how valuable your contributions are to others in the organization highlights your worth.

It 's important to understand your value on the market and for this the easiest way is to ask. Contact a few external recruiters. Share your CV. Be upfront with them about your process. Explain that you have a big salary review coming and you want to come prepared with a clear understanding of your market value. Recruiters will respect you for being honest and will help you. They will also sell you some other roles - which will also give you good indications on your actual worth on the open market.

In my experience, one thing I have found helpful when asking for a raise is to document your achievements and quantify your contributions. Highlight specific instances of exceeding targets or taking on added responsibilities. This concrete evidence makes a compelling case for increased compensation.

Investigate your position within the industry. How much do people earn on average for the type of work you're doing and realistically paint yourself a picture on how much you think you should earn. Also, make sure to compare different types of companies with your own, because not everyone everywhere earn the same, and things in a lot of cases can't change that drastically just because you're asking for it. Please don't fly off too much from the ground, consider your experience and capabilities and make a valid measure (if you are having a tough time, consult with the people close to you or with a professional). This will help you draw realistic expectations. Maintain an open reasonable mindset

I have always find it helpful to ask my manager first about what he or she believed i had achieved. How valuable am I to the organisation? Reversing the role puts you in a position of power. Most people expect employees to come to these reviews with a long list of achievements. Asking them what they think of your work and achievements is an excellent to disrupt this and reverse the role. It is a lot harder for your manager to not give a solid raise when he has explained that you have achieved a lot.

The raise is most times easily earned if you can show quantifiable success. For example, the percentage you have helped increase sales or the amount of money you have helped the company save by implementing a certain procedure etc. In the call center or sales industry more often then not, if you give the business the numbers. They will give you the numbers. Simple.

Cover the following: What have you contributed with so far. Be specific and precise with your achievements and results, but don't overcomplicate it. What are you doing right now. Your duties and responsibilities, and if it came to changes since you began working in the company. What are your goals and how you plan to contribute now and in the future.

It helps you recognize your growth, showcase your value, and chart your path forward. So, keep a record of those wins and milestones – they're the building blocks of your success story! ??????

Your pitch should be solely focused on why you need a raise. Not why you deserve it. But why you need it. Explain the inflation. Show how your rent has increased. Show how much you are now paying for transportation to come to the office. Show how much your life quality has diminished over the last year. Create a large gap and then use this gap to explain why you need the raise. Talking about a need instead of "deserving" puts a lot of power in your corner. It is very hard for a manager to refuse a needed raise to an employee who achieves a lot. I will go as far as to say - do not list your achievements. If you are a top performer - your manager knows. You don't need to say it.

Yes, have your pitch ready, but don't forget that you're not talking to the wall. You're talking to a human being that happens to be your boss, which means that you should leave room for spontaneity as you would when talking for example to another colleague. This will help you improvise if needed as well. Be open, and direct, but also communicate with care. Know what you want, and understand what it is that they want. Don't be afraid to negotiate and express your unsatisfaction if it comes to an answer that you don't like, but remain polite and reasonable.

It's the moment to articulate your value, showcase your achievements, and make your case with confidence. ------------------------------

There is no right time to ask for a raise. You want to come first thing in the morning. Find your boss, ask to take a coffee. He will respond "Now?" And you will say "Yes. Please." His head must start spinning - is he about to leave? What is going on? Seat down and open up in the clearest possible way: "I want to talk to you about something delicate. I need a raise." Let your manager take the news. Let him feel the relief of knowing that no, you are not about to leave. And then the worry of how is going to refuse you the raise. And then march on. Detail your case. Show why you need the raise. Explain the rent increase, the transportation costs, show how little you have left at the end of the month. This is how you play it :)

Timing is important, but so it is to ask for change when you require it to be more productive or simply more satisfied. Communicate which time would be the best for you and your boss to talk. Be reasonable and understandable if they cannot do it as soon as you'd like, sometimes things like these require patience (but that doesn't mean you should give up) Of course, avoid asking for a raise when the company is facing a very bad period, chances are that your request will be rejected and that they'll label you as unreasonable. There are exceptions when you can bypass this as well, but you need to have a very good and valid reason.

It's about finding that perfect moment when your pitch aligns with the company's priorities, your achievements shine, and your request for a raise becomes an easy 'yes.'

I find it helpful to lay down my objectives before negotiating. What is my objective? You clearly want to aim higher than your objective in order to achieve it. What is my walk away - the point where I say "no" and where I am ready to find another job. In between this you will usually settle. To increase your negotiation make a list of what you can offer to bargain. And then use a lot of "If": - "I understand that you can only give me 4.5%. But if I can achieve X, could you increase my bonus to Z? - "I know that you cannot give me 10%. But that is what I really need. If I can cover the weekend shifts, would you be ok to go to 11%?" "If" is by far your most powerful word in negotiation.

There is a big element of sales in this type of communicate, and when you're selling you've got to hear the other side. Both of you want and need something, what's left is for the cubes to fall in place. Listen and pay attention to their responses, because only then you'll perhaps be able to see different meanings behind those words and somewhat hidden reasons for it. Not everyone communicates openly and directly, but I advise you to do so, with care and I can't overemphasize is it more, with reason. Ask them questions, ask for feedback, map your way into the conversation and you will have a better idea in which direction to go.

It's about finding that sweet spot where both you and your employer feel like winners. Approach the conversation with respect, back your request with data, and be open to compromise.

Regardless of the outcome of the discussion, following up with gratitude shows maturity, grace and professionalism. It also shines a positive light on the employee. I would suggest, if the outcome of the discussion isn't favorable, to still work hard, contribute as much as possible, ask for stretch assignment and additional responsibilities and keep a positive attitude. Just because the raise wasn't given doesn't mean it won't happen in the future. How the employee conducts themselves after the discussion will leave an impression on the manager and if handled with care and professionalism, may be the difference between receiving or not receiving a salary increase in the future.

Thank them for their time and feedback. If you haven't received a feedback yet, gently remind them that you're looking forward to what they have to say.

Unpopular opinion from a former executive recruiter: no job can pay you what you are worth. A job can compensate you fairly for the expected outcome of your role. With this in mind, consider that a company is already determining where you fit into the salary range from the initial phone screen. Many recruiters are mentioning salary much sooner and salary transparency is becoming more commonplace in various states. Check your state's transparency laws. When determining the right ask or counteroffer, you must KNOW the range of the position or ASK that first. Of course, you have done your research in advance but make an informed decision. After serving 300+ people as a career strategist, people use their last salary as their expectation.

The process of asking for a raise is MUCH easier when you set the expectations upfront. It does take some courage and a super supportive work culture / manager, but start the conversation about your advancement and salary goals early. I don't mean a month before. I mean at least a year before. Work with your manager to set the performance criteria you have to meet so that you are both in it together. I started the conversation two years before hitting an age milestone. It gave the company and myself enough time to plan and show that I can meet and exceed the requirements for a higher salary and role.