How to Ask for a Raise

"I like my job and my company, but my salary doesn’t feel right". Aisha had been working in her company for three years. She enjoyed her work. Her team liked her. Her manager was supportive. But every time she saw her salary, she felt unhappy. “I’m doing more work now, but my salary is still the same,” she thought. This happens to many people. They’re happy with their company, but not with their pay. Aisha decided to take it up. Here’s what she did (and what you can learn too): 1. She did her research. Aisha checked online to see what others in her role were earning. She made sure her salary request was fair. 2. She picked the right time. She didn’t just ask suddenly. She booked a proper meeting with her manager—at a time when things were calm at work. 3. She made a list of her work. She wrote down her achievements: A process she improved Clients she helped keep happy Extra tasks she had taken on This showed how she was helping the company grow. 4. She knew what to ask for. Aisha had a clear number in mind. Not too high, not too low—just right for her skills and work. 5. She practiced what to say. She talked through her points with a friend first, so she could speak clearly and with confidence. 6. She stayed calm and polite. During the meeting, she didn’t complain or compare. She simply explained her work and asked for a raise. 7. She talked about the future. Aisha also shared her plans to keep learning and doing even better work in the company. 8. She was ready to talk it out. Her manager didn’t agree right away. There was some back-and-forth. Aisha listened and stayed open to different options, like bonuses or new projects. 9. She followed up. After the meeting, she said thank you. This showed she respected her manager’s time. 📌 What happened next? A few weeks later, Aisha got a raise—and a new opportunity at work. 💡 What can we learn? If you like your job but feel underpaid, don’t stay silent. Make a plan, stay professional, and speak up—just like Aisha did. Hope you have liked the article on how to ask for Salary Increment. Follow Me Smriti Gupta for Career & Resume tips #salarynegotiation #career #leadership

I was on This Morning today chatting about some new statistics from a major research survey released ahead of International Women’s Day, and they really stopped me in my tracks. 60% of women have never asked for a pay rise. Almost a quarter of women in their 30s and 40s have turned down a promotion or new role because it didn’t work with family life. And nearly half of women feel they have to work harder than male colleagues to be taken seriously. I was asked to share my advice for women who want to ask for a pay rise, and these were the five key points I shared: - Know your worth. Collate your evidence, track your achievements, and understand your market value. - Prepare your case. Be clear, evidence-based, link it to outcomes, and be ready for questions. - Pick the right moment. Timing matters. Avoid peak pressure periods, but try to connect it to a significant project or achievement. - Be confident, clear and assertive. - Think beyond salary too. Flexibility, bonuses, training and progression routes all matter. We also talked about what to do if you’ve already asked and been told no, and when it’s time to consider walking away. The first thing is not to see a no as failure. See it as information. Ask what you need to demonstrate over the next three to six months to turn it into a yes. Get it in writing if possible. Ask for measurable objectives and turn it into a clear plan. If the feedback is vague, like “not yet” or “we’ll see”, that’s a red flag. You deserve clarity. A good employer should be able to explain what progression actually looks like. Then give yourself a timeline. If you’ve delivered the results, met the objectives, and the goalposts keep moving, that’s the point where you have to seriously assess whether your growth is being limited. Sometimes the biggest pay rise you’ll ever get is the one you give yourself by moving on. Loyalty is admirable, but it should never cost you your worth. If you were watching, I’d love to know your thoughts. It’s an important conversation, and one I’m really glad to be having on such a meaningful platform! #ThisMorning #InternationalWomensDay #IWD #EqualPay #PayRise #WomenInBusiness #WomenAtWork #CareerProgression #KnowYourWorth

The Psychology of Salary Negotiations That Helped My Clients Land 35% Raises I’ve spent years dissecting advanced negotiation tactics. Here’s what I learned: The most powerful moves happen before you even reach the negotiation table. The secret to a 35% salary raise vs. 3%? Learn from these power moves: 1/ The 6-Month Setup ↳ Plant evidence of your value consistently ↳ Track & share quantifiable wins weekly 2/ Multi-Layered Influence ↳ Build a network of advocates across departments ↳ Get cross-functional leaders invested in your success 3/ Strategically Time Your Ask ↳ Strike after major wins or during growth phases ↳ Avoid cost-cutting seasons or locked budgets 4/ Emotional Priming ↳ Start with genuine appreciation ↳ Frame success as a partnership 5/ Business-First Mindset ↳ Never mention personal needs ↳ Show ROI, not cost 6/ Constraint Discovery ↳ Ask questions that reveal true blockers ↳ Understand their hidden limits 7/ Power of Silence ↳ State your ask, then stop ↳ Let them break the silence first 8/ Loss Aversion Trigger ↳ Frame rejection as missed opportunity ↳ Focus on risk, not just gain 9/ Value Articulation ↳ Get them to verbalize your worth ↳ Build commitment through their own words 10/ Leverage Position ↳ Never negotiate from desperation ↳ Show confidence in your options 11/ Strategic Backup ↳ Always have another opportunity lined up ↳ Let them sense your leverage A great negotiator never walks into the room needing a raise. They walk in knowing they’ve made it impossible to say no. What’s one mistake people make when negotiating salary? Share with me in the comments. ♻️ If this helped you, it’ll help others. Repost now. ➕ Follow me (Meera Remani) for game-changing career strategies.

Most people wait until they feel underpaid to ask for a raise… But if you’re asking for more money without a paper trail of your wins, it’s already an uphill battle. A better approach? Set a performance and compensation tracker with your manager at the start of the year. Align on the metrics that matter, the outcomes you plan to drive, and what kind of comp change would reflect that impact. You should be asking for a raise every year - if you actually value the work you do. Not out of entitlement, but because you’re driving results. And results should be rewarded. Now your raise isn’t a surprise - it’s a milestone. You’re not just hoping they remember what you did. You’ve got it all documented, and they’re in the loop the entire way. Even if you’re not ready to negotiate yet, start tracking your performance. Because if you don’t, no one else will. Document the impact. Share the wins. Make the case easy to say yes to. #careerstrategy #salarynegotiation #performancegoals #askingforaraise #corporatelife #compensationplanning

You’ve been undervalued at your job for so long you’ve started to truly believe you don’t perform well and can’t get it right. I'm telling you, it's not true. Give yourself the credit. Reflect on the great work you accomplished that didn’t get the acknowledgment you felt you deserved. Document that success using the PAR format. P-What was the problem or challenge? A-What action did you take to resolve the issue? R-What was the result of your efforts? Scenario: (P) Sales were declining and the advertising strategy wasn’t appealing to the new market. (A) You reached out to marketing to develop a new strategy. (R) After that, sales were up 20%. As a resume bullet, it's RAP. You just flip it with the result first. Then, share how you achieved that outcome. Example: Increased sales 20% by collaborating with marketing team on revised advertising strategy that expanded audience reach. Try it and let me know in the comments how many scenarios you can think of that aren't on your current resume.

By the time you ask for a raise, a promotion, or an opportunity—it's already too late. The people who get 𝙔𝙀𝙎𝙎𝙀𝙎 in their career don’t wait until the moment they need something. They set it up weeks or months in advance. This is called 𝗣𝗥𝗘-𝘀𝘂𝗮𝘀𝗶𝗼𝗻. And if you’re not using it, you’re making your career 10x harder. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘀𝘁𝗮𝗿𝘁 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗬𝗘𝗦𝗦𝗘𝗦 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗻 𝗮𝘀𝗸: 𝟭. 𝗚𝗲𝘁 𝗧𝗵𝗲𝗺 𝘁𝗼 𝗕𝘂𝘆 𝗜𝗻𝘁𝗼 𝘁𝗵𝗲 𝗜𝗱𝗲𝗮 𝗙𝗶𝗿𝘀𝘁. ↳ Most people drop big career asks out of nowhere. That’s why they get hit with: 🚫 “Now’s not the right time.” 🚫 “We’ll think about it.” Instead, set it up months before: ✅ “I want to make sure I’m on track for [promotion/raise]. What would you need to see from me to make that happen?” 𝟮. 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝗪𝗵𝗮𝘁 𝗧𝗵𝗲𝘆 𝗡𝗼𝘁𝗶𝗰𝗲 𝗙𝗶𝗿𝘀𝘁. ↳ First impressions shape everything. Take control & set the tone. Instead of saying: 🚫 “I’ve been working really hard, and I was hoping for a raise.” ✅ “This quarter, I led [specific project] that increased [result]. Let’s talk about my role moving forward.” 𝟯. 𝗠𝗮𝗸𝗲 𝗬𝗘𝗦 𝗙𝗲𝗲𝗹 𝗟𝗶𝗸𝗲 𝘁𝗵𝗲 𝗘𝗮𝘀𝗶𝗲𝘀𝘁 𝗢𝗽𝘁𝗶𝗼𝗻. ↳ People avoid big, high-stakes decisions—but they say YES to small, low-risk ones. Instead of: 🚫 “Can you introduce me to your VP?” ✅ “Would love your take—what do you think leadership looks for in candidates?” 𝟰. 𝗚𝗲𝘁 𝗦𝗺𝗮𝗹𝗹 𝗬𝗘𝗦𝗦𝗘𝗦 𝗙𝗶𝗿𝘀𝘁. ↳ If they say YES once, they’re more likely to say YES again. Example: 🚫 “Can I lead this project?” ✅ “I’d love to take on a small part of this and show impact—can I own [specific task]?” 𝟱. 𝗠𝗮𝗸𝗲 𝗜𝘁 𝗙𝗲𝗲𝗹 𝗟𝗶𝗸𝗲 𝗧𝗵𝗲𝗶𝗿 𝗜𝗱𝗲𝗮. ↳ People commit more when they think they came up with the idea. Instead of saying: 🚫 “I want to move into leadership.” ✅ “I’ve been stepping up on X projects—how do you see my role evolving here?” What strategy will you implement to get a YES before you even ask for it? ♻️ Share this with someone who needs to know this strategy. 🔔 Follow Erica Rivera, CPCC, CPRW for bold advice on how to take over your career and own your space—because you deserve to lead your own journey. #career #careeradvice

Do you feel you’re underpaid? Maybe you’re just under-communicated. Do you ever feel like you’re doing everything right , working hard, staying late, delivering results but somehow, someone else always gets the promotion, the bonus, or the praise? And you sit there wondering, “What am I doing wrong?” Chances are — nothing. You’re just not communicating your worth clearly enough. Last month, a client said to me “Ma’am, I feel stuck. My junior earns more than me.” I asked, “How often do you talk about your achievements with your manager?” He paused and said, “Never. I don’t want to sound like I’m bragging.” That’s the problem. Not your performance ,your perception. You can be the hardest worker in the room, but if no one knows what you’ve achieved, you’ll still be invisible. Visibility is not arrogance. It’s communication. Here’s how it sounds in real life 👇 ❌ “It’s okay, the project’s almost done.” ✅ “The project’s 90% complete. I added a new system that cut our review time by 15%.” See the difference? Same work. Different confidence. 💡 What most professionals feel: • “I don’t like talking about myself.” • “My work should speak for itself.” • “I’m not comfortable with self-promotion.” But here’s the thing If your work speaks for itself and no one hears it, you’re still silent. 🔰 Self-advocacy ≠ Ego. It’s not bragging , it’s clarity. It’s how professionals turn effort into influence. When you talk about your work with honesty, results, and calm confidence — you’re not showing off. You’re showing up. ⸻ ✨ Remember: You’re not underpaid. You’re under-communicated. And the moment you learn to speak about your work with confidence and clarity — your value will stop being hidden. Because what you don’t say… others will never know. ⸻ #CommunicationSkills #Leadership #ExecutivePresence #CareerGrowth #CorporateLife #SoftSkills #Visibility #SelfAdvocacy #ImageCoachShivani

What would a 10%, 20%, or even a 50% pay increase mean for you? More than just a number, a pay increase can mean freedom, growth, or the chance to finally invest in the things that matter to you. Imagine having the resources to explore your passions outside of work, secure your future, or support your loved ones without worry. The secret to achieving this kind of leap isn’t about working longer hours or waiting for a promotion to come to you. It’s about actively managing your career and positioning yourself as a standout asset in your field. Here’s what that could look like: 🔹 Identify Your Core Value What do you bring to the table that makes a real difference? Start by pinpointing the unique skills and strengths that impact your team or company’s bottom line. When you’re crystal clear on the value you bring, it becomes easier to negotiate with confidence. 🔹 Strengthen Your Network Success doesn’t happen in isolation. Building genuine connections in your industry—mentors, peers, leaders—opens doors you may not even know existed. Sometimes, just one connection can lead to a huge step up in your career. 🔹 Keep Learning The workplace evolves fast, and staying ahead means constantly upskilling and expanding your knowledge. It’s not just about adding qualifications but about showing employers that you’re adaptive, committed, and ready to lead. 🔹 Be Willing to Advocate for Yourself Many people hesitate to ask for more, fearing they’ll appear “too demanding.” But the truth is, asking for what you deserve is key to career growth. Your professional journey and compensation should reflect the hard work and unique skills you bring every day. A substantial pay increase isn’t just possible—it’s within reach if you approach your career with clarity, strategy, and confidence. Ready to take that step? It all starts with knowing your worth and going after it with purpose. #payincrease #careercoach #payrise #careerdevelopment

Working harder while earning the same salary isn't a sustainable career strategy - yet most professionals accept this as normal. The fundamental disconnect: raises aren't distributed based on effort or tenure, but on documented impact and strategic advocacy. The 5-step framework for successful salary negotiations: 1. Track your impact, not your activity 2. Time it strategically during budget planning periods 3. Script key talking points in advance 4. Research market rates and know your range 5. Eliminate apologetic language from your approach For professionals who struggle with confrontational conversations, structured preparation becomes essential. Scheduling formal discussions through calendar invites provides necessary preparation time for both parties. The most damaging mistake: apologizing for requesting appropriate compensation. Confidence in your value proposition is non-negotiable for successful outcomes. Your hard work alone will never translate to increased compensation without strategic self-advocacy. The market rewards those who understand this distinction. Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/3zxa3 #salary #raise #careeradvice #negotiation #workplacetips #professionaldevelopment #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #careerstrategy

Not Everyone Who Waits Gets Seen: The Unspoken Reality of Relying on Merit Alone Someone reached out to me recently. They’ve been in their profession for over a decade. Committed. Consistent. Conscientious. They said softly, but with weight "I thought if I just did the work, someone would recognise it. I thought merit would be enough." They weren’t looking for shortcuts. They weren’t chasing praise. They simply believed the system would honour what it promised: That talent rises. That effort gets rewarded. That playing fair pays off. But here’s what many of us learn too late: Merit is real but recognition is rarely neutral. Here’s the lessons no one puts in the employee handbook: You’re not promoted for how hard you work. You’re promoted for how visible your work is to the right people. Office politics aren’t dirty they’re often just the informal routes to power. If you ignore them completely, you leave your career to luck. Doing good work is step one. But building influence? That’s what sustains opportunity. If you're in that place where you feel overlooked, under-acknowledged, maybe even undervalued this is for you. Here’s what I wish someone had told me earlier: 1. Master the invisible curriculum. Every workplace has two rulebooks: the official one, and the one people don’t talk about. Learn how things really get done. Learn who gets heard, and why. That’s not selling out it’s smart navigation. 2. Relationships move decisions. Build trust before you need it. Advocate for others so they learn to advocate for you. It’s not networking. It’s strategic generosity. 3. You need sponsors, not just mentors. Mentors give advice. Sponsors put their name on the line for you. One conversation can change your year. One sponsor can change your life. 4. Start documenting your impact relentlessly. Don’t wait for a performance review to prove your value. Build your evidence file. Track results. Capture praise. Advocate with facts, not feelings. 5. If the room doesn’t see your worth, ask: was it built to? You may not be the problem. But you are responsible for protecting your potential. Sometimes the boldest move is walking away from systems that feed on silence. I say this with care: Sometimes I waited too long to be seen. Trusted that doing the work would be enough. Believed that integrity alone would guarantee elevation. But I’ve learned: Integrity is the foundation. Visibility is the lever. Strategy is the bridge. This isn’t just about one person. It’s about every high performer quietly carrying disappointment. Every brilliant mind wondering if maybe they were naïve for believing good things come to those who wait. They don’t. Good things come to those who move intentionally. Speak purposefully. And understand the game without letting it shape their soul. Your value isn’t in who notices you. It’s in knowing you’re not here to be discovered. You’re here to be undeniable.