the do’s and don’ts of asking for a payrise in 8 easy steps

the do’s and don’ts of asking for a payrise in 8 easy steps
Asking for a pay increase is never as easy. Some people do find it’s an easy conversation to have with their manager because they feel confident in what they have to ask for and have the evidence to back it up. Others might need a bit of extra help. With the end of financial year approaching, now could be a good time to take stock of what you’re worth in the market and get prepared to have the salary conversation. To increase your chances of success, follow these eight easy steps to understand the Do’s and Don’ts of asking for a payrise.

When is it appropriate to ask for a pay rise?


Timing is the key here… Golden rules around this are:
  • Ask for a pay rise on or before an anniversary of employment service OR at the end of the financial year/calendar year OR before the next budget sign-off.
  • Ask when you can justify your duties and responsibilities in your role have expanded OR if you can demonstrate a greater rate of efficiency OR an increase in revenue generation.
  • Ask when company goals and GP targets have been achieved. Read the press, annual company reports etc to gain insights here.

What should you consider before asking for a pay rise?


Before you ask for a pay rise, you need to consider:
  • How much you have achieved in your role and provide examples/proof of these achievements;
  • If your role has expanded with more duties and responsibilities as this will help with your request;
  • If you can demonstrate a greater rate of efficiency;   
  • If you can demonstrate an increase in revenue generation and/or performance;
  • If you are actually being underpaid for your role or level of experience. Conduct some market research to determine this;
  • If you really deserve a pay rise and why?
You need to deliver your justification in a confident and business-like manner. Don’t let your emotions drive your behaviour – it just gets messy and more than likely, you will not end up with the outcome you were hoping for. 

How should one best convince their employer they’re worthy of a pay rise?


You need to be able to demonstrate the facts with tangible information and proof of your achievements. For example, provide copies of positive client, peer and management emails, reports, results and achievements. Show proof of what your role is valued at in the market with information backed by reputable organisations/industry associations. This will add a lot of weight to your request.

Remember, if you conduct yourself in a business-like fashion, personifying the values and behaviour of the company you increase your chances of a pay rise.

What are the top tips for negotiating a pay rise?

  • Collect all your factual information, supporting documentation, past performance appraisals etc (as mentioned above). Be well prepared with information that demonstrates your abilities and value to the organisation.
  • Prepare your thoughts before the negotiation. Visualise how you would like the conversation to flow with your boss. Write a script if you have to. Keep it simple and use clear language which articulates your points.
  • Do your research to find out how much you, your position and your level of experience are worth in the market. Knowing this can add a lot of weight to your request as it shows you have done your research and that your request is fair and reasonable. Speak to a recruitment consultant that specialises in your field; search for the most appropriate salary surveys which show the salary range for your position and years of experience; speak to colleagues, friends and family, particularly if they work in your field to find out how much they think is fair for your salary.
  • Once you feel you are ready, ask for 15-30 minutes in your boss’s diary for a chat.
  • Don’t talk too much in the meeting. Be confident and keep to the facts. Use clear and concise language to ensure you get your point across.
  • Use positive, active language like…”I am committed to the future of this organisation” …”I believe as a business we are creating a successful and valuable culture/team”…”I believe that my results show that I am deserving of a pay rise”.
  • Don’t get emotional. Keep to the facts.

Why do people get turned down for a pay rise?


They don’t follow the guide as mentioned above and emotion often gets in the way of a positive, business-like discussion.
Common mistakes also include:
  • Unjustified requests without any supporting documentation or testimonials that could justify your increased value and worth to the business.
  • Unreasonable requests. Do your research to make sure that what you are asking for is reasonable compared with market value.
  • Becoming aggressive in your tone of voice.
  • Offering an ultimatum such as, “I deserve a pay rise and if I don’t get one I am going to look elsewhere”…This is the biggest and most common mistake made by employees. There is absolutely no benefit in asking for a pay rise in this manner.

How common is it that pay rises are linked to performance reviews? Is this fair?


They are technically two separate discussions that are intrinsically linked. In a performance review an employer discusses: the effectiveness/value-add of the employee in the role; their achievements; training and career development opportunities and future goals. A pay rise is often linked to the performance review because the employee must often exceed the expectations associated with the role that they are employed for in order to receive a pay rise. The question the employee has to ask themselves is, “Do I really deserve a pay rise and why?”

Should you leave a job if you don’t get a pay rise?


This is a case-by-case scenario. If you feel that your current employer can’t meet your career aspirations or they have not lived up to their promises or you have not been rewarded with a pay rise when you believe you have earned it then yes, it’s time to find another career opportunity. My advice is to find that next career move before you resign.

Remember to exit the business in a professional manner with your reputation in tact. The old adage is very true…“don’t burn your bridges”.

How can a recruitment consultant assist you to get a pay rise?


A recruitment consultant, particularly one that specialises in your field of expertise, can help you through the process of receiving a pay rise by firstly, providing you with information regarding the salary range you should expect with your level of expertise and experience. If you have a good relationship with a consultant, they can also coach you through the process.

Our specialist recruitment consultants at Randstad regularly help professionals prepare for important discussions regarding pay rises and salary negotiations, and we coach the candidates through the process. However, it is important to understand that it is up to you to make it happen for yourself. If you want a pay rise you have to earn it!


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Posted: Monday, 14 March 2016 - 12:05 PM