the 3 steps of asking for a pay rise

Keen to ask your manager for a pay rise? Here's how you can do it.

Everyone wants to be paid more at work, right? It sounds awesome, but how do you do it?

Here are the 3 steps you need to prepare for and have the conversation and hopefully score that pay rise. Good luck!

Also check out these episodes on my millennial career:

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Step #1: prepare your business case

Before we make “the ask” for a pay rise (that's step two) we need to check ourselves by objectively assessing whether we have genuine grounds to request one and what might be a reasonable request. You need to be able to tangibly demonstrate how you’ve added value to the business - this could be through revenue increase, customer base increase, process improvement - whatever is relevant to the success of the business. Sorry to potentially burst your bubble, but you don’t deserve a pay rise simply by being there for X amount of years. Tenure doesn’t equal a pay rise. Write down on your phone the achievements and goals you’ve scored at work that benefit the business growth.

From there you need to assess how you are paid in relation to others performing the same role. This will give you a greater sense of the pay landscape around roles like yours, where your current salary fits, and the spectrum of increase you could ask for (pro tip: it’s worth having a bracket of pay increase to put forward to your manager, instead of just a rock solid amount you want to aim for).

However, don’t go and ask everyone in the lunchroom what they’re paid or email a poll around to your team. Nope nope nope. Your research should be external. Look at the Award minimum rates by searching the Fair Work Ombudsman website to understand the minimum you should be paid in your role. See where your salary fits. Next, check publically available data from salary comparison websites like Payscale.com or search for jobs advertised on LinkedIn and Seek. Grab a pen and paper, or make a spreadsheet, to make some notes to get a sense for whether your salary sits low or high in the pay bracket for your role. You can also use these notes to see what percentage increase you’d like - play around with the numbers and see what seems reasonable to bring to the discussion with your manager.

At this point it’s also worth developing your list of non-financial requests. Workplaces typically have a salary budget and it may not be the best time to be offering you more money, so in that instance what non-financial things would you like to request? Things like work flexibility, ability to work from home, opportunity to grow, more training, health and wellness programs, discount programs etc. These can make a big difference in your experience at work, so consider them as well as the financial aspects.

Step #2: go in for “the ask”

Before you go straight for the jugular, focus on building an ongoing conversation with your manager. These conversations could be casual or formal - it’s up to you - but they’re the grounds for later asking for your pay rise. These discussions can also be about your performance and any opportunities available within the business for you to continue contributing and growing. Develop this culture before you ask for more money.

Once you’ve developed that conversation relationship, request a time with your manager to discuss pay. Ask when they are available and work around them, mentioning you’d like to discuss pay so they have the opportunity to come into the conversation as prepared as you.

Keep in mind though that it’s recommended that you do not reference your pay research in the actual conversation. Talk about the business first and the tangible value you’ve brought to the business that you drafted earlier. Connect everything back to the business. Demonstrate your commitment and strong performance. Anchor your request in specific, measurable examples.

As the conversation unfolds, avoid projecting any sense of entitlement and never bring other people into the conversation. Make it about you and the business.

And always remember, pay is for performance. Not for potential, promises or time passing – you need to do the work first.

Step #3: accept with grace

Be prepared for a ‘yes’, ‘no’ or a ‘not right now’. 

Thank your manager for their time. This conversation is likely just as uncomfortable for them as it is for you, be kind and professional.

If you receive a ‘no’ or ‘not right now’, acknowledge that you understand and appreciate how they’ve come to that conclusion. Once the decision has been made, it is final. This is not a negotiation, so keep calm and carry on.

If the financial aspects of your request can’t be approved at this point, what about your non-financial requests? See if any of these are on the table.

Focus on maintaining a healthy and positive relationship with your manager throughout this whole process. You want to be able to walk out of that meeting in a calm and professional way, and one where you might be able to approach the topic of a pay rise with them again in the future. So be respectful and continue to bring value to your workplace.