Requesting a salary increase is one of the most difficult conversations that an employee can have with a supervisor. Being prepared, however, can lessen your anxiety and increase your chances of a positive outcome. If you're thinking about asking for a raise, follow the steps below.
Become familiar with your employer's guidelines as they relate to pay increases.
If there is a certain procedure for making requests, be sure to follow it exactly.
If company policy clearly states that requests will be considered only during performance appraisals, it's probably best to hold off and ask for an above-average raise at that time.
Do some research.
Review salary data websites to learn the "market value" for your position. Websites such as Salary.com, PayScale.com, Indeed.com, Educate to Career, and the U.S. government's Career One-Stop allow you to enter information about your job and learn what other people in similar positions are earning.
In addition, as some employers include salary ranges in their job postings, running a search of your job title in online job databases may also provide useful information.
Understand your employer's internal salary structure.
Your company's Human Resources department may be willing to share salary ranges for the job category that is relevant to you. If you learn that you're on the low- to middle-end of the pay scale, it's probably reasonable to ask for a raise.
If, however, you're already on the high-end of the pay scale, requesting a promotion to a higher salary grade level (and, with it, greater work responsibilities) may be more appropriate. If a relevant higher-level job title doesn't already exist, consider asking if one can be created. You can suggest, for example, a promotion from Customer Service Representative to Senior Customer Service Representative or from Administrative Assistant to Administrative Coordinator.
Evaluate your worth.
Take the time to review your job description. You may find that you're already performing at a higher level than your current job title and salary suggest.
Identify specific accomplishments and contributions. Did you make or save money for the company? Did you help to increase customer satisfaction? Did you improve products, services, or processes?
Consider what other value you add to the department or company. What special qualities do you bring to the job? Do you offer a special skill in a particular area? Do you regularly put in extra effort? Do you willingly volunteer for additional assignments? Have you become the "go-to person" for certain types of requests? Do you train new hires, document department procedures, or do anything else that sets you apart from your peers?
Be sure that your request is based on merit. Your financial needs and your co-workers' salaries should not play a part in your decision to ask for a raise, nor should you mention them during the meeting with your supervisor.
If, during this self-evaluation, you discover that you do only what is expected of you, consider postponing your request for a raise. Focus instead on changing your work habits to justify a pay increase at a later date.
Give careful thought to the timing of your request.
Is the company's financial situation strong? Is your department in good standing within the organization? Is your own performance at its best? These are the ideal conditions under which to ask for a raise.
Don't spring your request on your supervisor while in an open work area. Instead, schedule a meeting during which you can speak privately and without interruption. Plan for a day and time during which both you and your supervisor are least likely to be busy and under stress. Be upfront about your reason for calling the meeting: "I'd like to discuss my contributions to the department, my future with the company, and my salary."
Know what you want.
Have a realistic raise amount in mind, and ask for slightly more with the intention of negotiating. Request 8 percent, for example, if you'd be happy with 6 percent. But beware: If you aim too high, you risk annoying your supervisor and being offered no raise at all.
Practice making your request.
Spend some time role-playing the meeting to increase your skills and confidence. Be as realistic as possible. Practice stating your case, overcoming objections, answering tough questions, and reacting to possible outcomes. You can do this in front of a mirror, while driving in the car, or with a friend or relative who can provide useful feedback.
Communicate assertively.
Make your request politely yet firmly. Avoid presenting it in a weak or apologetic way.
Don't threaten to quit if your request is denied, even if you're absolutely willing to do so. This can be seen as a sign of disloyalty, which may actually lessen the likelihood of your supervisor rethinking his or her position.
Be patient.
Your supervisor may need time to consider whether a raise is appropriate, and may or may not have the power to approve it. Be willing to wait at least two weeks while your supervisor makes his or her decision and/or steps up the request. Don't end the conversation, however, without scheduling a specific day and time to meet again.
Prepare for possible disappointment.
Decide in advance how you will react if your request is denied, or if you are offered a smaller raise than you had hoped.
In the case of a negative outcome, ask questions to better understand why you didn’t get the raise. If it's because your performance is lacking, discuss how you can improve. If it's due to budget issues, find out when the situation is expected to change. If appropriate, ask to revisit the issue in 3-6 months.
Also consider asking for something in place of a raise. This might include extra paid time off, a flexible work schedule, or company-paid continuing education.
Show your appreciation.
Thank your supervisor for considering your request and, if applicable, granting it.
Commit yourself to maintaining a high level of performance. If your request was approved, this will demonstrate that your supervisor made the right decision. If your request was denied in whole or in part, this will increase your chances of a more positive outcome during your next raise meeting.
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