You're seeking a salary increase with a new supervisor. How can you make your performance history known?

A salary increase is usually set after an annual performance appraisal meeting. Ensure you attend that meeting armed with all the facts you need to make a compelling case for a salary increase. This information might include: All your significant inputs (things you've done) and outputs (results) for the year. The objectives set for you in last year's appraisal and proof that you achieved all of these goals. Feedback from your junior, team, colleagues, managers and clients. Commendations, awards and achievements. New qualifications, certifications or skills you've brought to the role. Finally, a good understanding of your role's market rate (salary and financial package).

Start by compiling concrete examples of your achievements. In my experience, quantifiable metrics make a compelling case—whether it’s meeting sales targets, completing projects ahead of deadlines, or improving team productivity. Include any recognition, awards, or positive feedback that reinforces your contributions. This data will form the foundation of your discussion.

To make your performance history known when seeking a salary increase with a new supervisor, be proactive and strategic. Schedule a meeting to discuss your achievements, and come prepared with data—highlight key successes, measurable results, and contributions to the team or company. Share specific examples of how you've added value, exceeded goals, or taken on additional responsibilities. Frame your request around your impact and future potential, not just past performance. Keep the conversation positive and focus on how your growth aligns with the company's objectives, reinforcing why an increase is deserved.

Before seeking a salary increase from a new supervisor, it's crucial to gather concrete evidence of accomplishments. This includes awards, commendations, and positive feedback, as well as quantifiable results of work. By compiling a comprehensive record of achievements, individuals can create a compelling case for their worth. This evidence serves as a powerful tool, leaving no doubt about the positive impact they have made on the company.

Gather evidence on your company's promotion policy via the employee handbook or ask HR. I would also schedule a meeting with your new supervisor and ask what their thoughts are on performance-based increases. Why? Because you work on a team. They are new to the team and will want to make sure they are following policy and can answer why they gave you a salary increase outside of the annual performance review process if another employee asks. I do not recommend requesting a salary increase with your new supervisor without any knowledge of company policy first, it will lead to frustration. Companies must mitigate risk through policy, in addition to, rewarding their top performers.

Request a formal meeting with your supervisor to discuss your performance and goals. Timing is crucial—make sure it’s at a moment when they can focus, such as after a successful project. Approach this as a business conversation, not just a request for a raise. Express your intent to review your contributions and how they align with the company’s objectives.

Once prepared, approaching the new supervisor for a one-on-one meeting demonstrates initiative and ensures undivided attention. When scheduling, it's essential to be considerate of their time by suggesting a few different options. During the meeting, the individual can present their case in a structured and thoughtful manner. The goal is to engage in a productive conversation that focuses on career development and fair compensation.

When presenting your performance, frame your achievements in the context of how they’ve benefited the company. From my experience, emphasizing how your work has added value shows that you understand the bigger picture. Use your gathered evidence to create a narrative that highlights your consistent performance, key accomplishments, and the increased responsibilities you’ve taken on.

Transition the conversation to focus on future contributions. Outline how you plan to continue driving results or take on new responsibilities. This not only shows that you’re invested in the company’s growth but also provides justification for why a salary adjustment aligns with your evolving role.

Beyond showcasing past accomplishments, it's essential to discuss future potential during a salary negotiation. By expressing eagerness to take on new challenges and contribute to future successes, individuals demonstrate their commitment to ongoing value creation. This approach not only positions them as proactive contributors but also signals their alignment with the company's goals. Such forward-thinking can make a compelling case for investment in their career development, solidifying their position as an integral part of the organization's future.

If your supervisor doesn’t give an immediate decision, follow up respectfully after a week or two. Reiterate your key points, thank them for their time, and offer any additional information if needed. Persistence is key, but ensure it’s balanced with professionalism.

Following up with a thank-you email after the meeting is a crucial step. This email not only demonstrates professionalism but also reinforces the key points discussed, providing a written record of the conversation. By maintaining momentum and keeping communication open, individuals can increase the likelihood of a positive outcome as their supervisor considers their request.

Regardless of the outcome, continue performing at a high level. Supervisors notice consistency, and even if the raise doesn’t happen immediately, maintaining excellent performance strengthens your case for future discussions.