You’ve just completed a performance evaluation. How can you use it to negotiate a salary increase?

1 Prepare your case

Before you approach your manager or HR, do some research and analysis. Find out the market rate for your role and skills, and compare it with your current salary. Gather evidence of your accomplishments, such as metrics, testimonials, awards, or recognition. Quantify the impact of your work on the organization's goals, revenue, or reputation. Highlight any additional duties or skills you have acquired since your last salary review. Make a list of your salary expectations and the reasons behind them.

2 Choose the right time

Timing is crucial when it comes to salary negotiation. Ideally, you want to initiate the conversation soon after your performance evaluation, when your achievements are fresh in your manager's mind and you have received positive feedback. However, you also need to consider the context and the mood of your manager and the organization. Avoid asking for a raise when they are busy, stressed, or facing budget cuts. Instead, look for signs of growth, stability, or profitability. Ask for a meeting in advance, and let your manager know the agenda.

3 Present your case

During the meeting, be confident, respectful, and professional. Start by expressing your appreciation for the opportunity to discuss your performance and career development. Then, briefly summarize your main achievements and the value you bring to the organization. Next, state your salary request and explain how you arrived at it. Use your research and evidence to support your case, and emphasize how your salary increase would reflect your contribution, skills, and market value. Avoid comparing yourself to others, making ultimatums, or being defensive.

4 Handle objections

Be prepared to face some resistance or counteroffers from your manager or HR. They may question your request, offer a lower amount, or postpone the decision. Listen carefully to their arguments, and try to understand their perspective and constraints. Acknowledge their concerns, and restate your case with clarity and confidence. If they offer a lower amount, ask them how they calculated it, and show them your research and evidence. If they postpone the decision, ask them for a specific timeline and follow-up plan.

5 Negotiate alternatives

If your manager or HR cannot meet your salary request, do not give up or accept the first offer. Instead, explore other alternatives that could enhance your compensation package, such as bonuses, incentives, benefits, perks, or flexible work arrangements. Think about what matters most to you, and what would make you feel valued and motivated. Be open to compromise, but also know your worth and your bottom line. If you reach an agreement, ask for a written confirmation and thank your manager or HR for their support.

6 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?