Here's how you can secure a raise by highlighting your contributions to product innovation.

When seeking a raise by highlighting your contributions to product innovation, one effective strategy is to maintain a "Brag Document." This document should detail all your achievements related to product innovation, from significant breakthroughs to smaller improvements. By regularly updating this record, you can confidently showcase your impact during evaluations or negotiations. It ensures that none of your contributions are overlooked and provides concrete examples to support your case for a raise. I highly recommend this approach to anyone looking to advance their career and secure recognition for their innovative efforts.

?? ???? ???????? ?????? ???????? ????????????! ?? Before stepping up to the negotiation table, get crystal clear on the value you bring to product innovation. Reflect on how your ideas or tweaks have boosted efficiency, customer satisfaction, or revenue. Quantify your impact with solid examples—numbers don’t lie! You’re not just asking for more money; you’re showcasing that you’re a golden investment. Remember, you're the superstar in this narrative, and it's time to shine! ????

Absolutely, knowing your worth is key. Tracking how your ideas have made a difference boosts your confidence and helps management see your value. Showing your impact makes a big difference when asking for a raise.

When you're heads down producing quality innovation, it's easy to forget to note down what you have done. It will be worth it later on when you're thinking about the raise. Because you're doing so much and improving the company/product/etc, you'll likely look around and forget how far you came. Remembering that won't come as easily as you hope - you'll probably already be focused on the next challenges to go innovate on. So note down where you're at. Then, when it comes to review time, at the very least you can understand and feel great about what you've accomplished.

At OVA Solutions, we faced the challenge of modernizing outdated patient monitoring devices. Our objective was to develop a device that provided real-time data and seamlessly integrated with hospital systems. I led the project, conducting market research, developing the prototype, navigating regulatory approvals, and overseeing production. We successfully implemented a pilot program in hospitals to gather feedback. The trick is, that the project was extremely long, and it was so hard to remember what was done during the journey. I made sure to collect the key tasks from Asana and document them separately, also created a monthly demo to show the progress to the stakeholders.

To secure a raise by highlighting your contributions to product innovation, begin by thoroughly documenting your successes. List specific innovations you contributed to and quantify their impact using metrics such as increased sales, market share, customer satisfaction, or efficiency improvements. Gather supporting evidence, including customer testimonials and positive performance reviews that showcase your innovative contributions. Develop mini case studies of successful projects, detailing the problem, your solution, and the results. Utilize visual aids like graphs and charts to clearly demonstrate the positive impact of your work.

Timing matters a lot. We feel like it shouldn't. That we should be assessed based on the entirety of our accomplishments. Yet, within most companies, recency will matter a lot. How well you've done recently will play into the overall feeling and expectations that people have. That's true about your personal performance. You also need to make sure it's true about the company's performance. If they're not improving, you can still get a raise but you'll need to make it even more obvious that their performance was because of what you contributed.

You should put yourself into their mindset. Why would someone want to give you a raise? The answer isn't a consistent "they wouldn't". People are given raises all the time, often people are happy to do this. So what would be going through their head at the time? Use that thinking to drive how you talk about and approach the conversation for a raise. Make it about them, far more than it's about you.

I would add that ensuring nobody can "block" your raise is perhaps even more important. There may be people who will question the value of you getting a raise or being promoted. It may be for reasons related to you, but it may also be for reasons related to themselves and their own team. Perhaps they haven't been able to get their own team raises, so they'll resist anyone else getting a raise. Think about those ahead of time and work on bringing them over to supporting you and wanting you to succeed.

If your work is not online, you might be missing out. I recommend writing monthly posts about your job. This would contribute to your personal brand and increase your value as an employee.

Realistically - being able to show that other people value you and your work is helpful. Often a different company will value your work more than your current company. It shouldn't be that way. But it is. So, never stop talking to other companies or recruiters. Understand your value from their perspective. This doesn't mean you need to leave your current company. In fact it's often help to convey that you have no intention of leaving to your current company, but share with them where you're at and what the market is telling you about your role and salary.