Salary Increase: How to Ask, Prepare, and Win
Getting a salary increase feels stressful, but clear steps make it achievable. Start by knowing your market value. Use local job sites, PayScale, Glassdoor, or recruitment adverts to find salary ranges for your role and experience in your city. Aim for a target number that matches the median or top quartile for similar jobs.
Time your request. The best moments are after a big win, during performance reviews, or when your team hits budget milestones. Avoid busy periods and pay-cycle freezes. If your company announces strong quarterly results, that can also be a good window to talk about pay.
Build your case
List three to five measurable achievements from the past 12 months—revenue generated, costs saved, projects delivered, client wins, or efficiency gains. Add numbers and dates. If you led a project that saved 20% of costs or brought in two major clients, write that down. Pair achievements with feedback, emails, or KPIs that show impact.
Decide on the increase you want. Typical annual raises range from 3% to 6%, while promotions or market corrections can be 10%–20% or more. Pick a precise percentage or salary figure and a fallback number you’d accept. Be ready to explain how you arrived at those numbers.
Ask and negotiate
Book a short meeting with your manager and say you want to discuss compensation. Keep the opening simple: “I’d like to talk about my role and pay based on recent results.” Present your list, the market data, and your target. Speak in facts, not feelings. Pause and let your manager respond.
If your manager hesitates, ask what criteria you need to meet and set a clear follow-up date. If budget is the problem, suggest alternatives: a one-time bonus, extra leave, flexible hours, training budget, or a title change with a plan for a future raise. Get any promises in writing from HR or email so you can follow up.
If the answer is no, handle it calmly. Ask for specific reasons and a growth plan with milestones and dates. Decide whether you can wait and deliver on that plan, or if you should start exploring other roles. A move can often deliver a bigger pay jump than internal raises.
Follow up within the agreed timeline. Keep documenting wins so your next request is stronger. Small, steady steps—clear evidence, good timing, and calm negotiation—raise your chances a lot. Want a simple email template or a sample script? I can write one tailored to your role and country.
Quick script you can use: “Over the past year I increased sales by 18% and cut support costs by 12%. Market data shows similar roles pay R20,000–R25,000. I’m asking for a raise to R24,000 to reflect this contribution.” If you prefer percentage: “I’d like a 12% salary increase.” Practice the conversation with a friend or record yourself. Confidence and calm tone matter more than flashy lines. Track the outcome and next steps in one email after the meeting. Keep a copy for your file.
