Preparing for a Salary Review Negotiation

If you’re hoping to get a raise or promotion in the next few months, the conversation needs to start long before your performance review. One of the biggest mistakes professionals make is waiting until review season to finally advocate for themselves. By then, most decisions have already been influenced by months of observed performance, visibility, and perceived impact. The people who move forward in their careers are usually the ones who start the conversation early. Set up a one-on-one with your manager in the next few weeks and talk about your short-term career goals. Be direct about what you’re working toward, whether that’s a raise, a promotion, or greater responsibility. Share why it matters to you. Talk about the value you’ve been bringing to the team. Then ask one of the most important questions you can ask in your career: “What would I need to demonstrate consistently over the next few months for this to happen?” That question changes everything. It gives you clarity instead of assumptions. It gives your manager time to advocate for you internally. And it helps you focus your energy on the work that actually moves your career forward. Too many talented professionals stay stuck because they assume hard work alone will speak for itself. Unfortunately, visibility, communication, and proactive career planning matter just as much. Your career will change when you stop hoping people notice your potential and start leading conversations about your growth. Follow along for more practical career tips that help you build a career you’re genuinely excited about. #CareerGrowth #CareerDevelopment #Leadership #SalaryNegotiation #Promotion

Is it that time of the year again? Ready to make your case for a raise or promotion? As the financial year wraps up, employees anticipate increments and promotions, while companies prepare for year-end reviews and budgeting. But with a challenging job market and stagnant salaries, how can you position yourself for success? 𝟏. 𝐃𝐨 𝐘𝐨𝐮𝐫 𝐇𝐨𝐦𝐞𝐰𝐨𝐫𝐤 → Research the market: Know how your company performed last year. → Compare salaries: Check Glassdoor, AmbitionBox, and LinkedIn Salary Insights to see pay rates for similar roles. 𝟐. 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐒𝐭𝐫𝐨𝐧𝐠 𝐂𝐚𝐬𝐞 → Quantify Your Contributions: Showcase revenue generated, client wins, or any measurable impact. → Highlight Leadership: Did you train new hires, manage teams, or save the day during a crisis? These examples prove your leadership potential. 𝟑. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐆𝐫𝐨𝐰𝐭𝐡, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐌𝐨𝐧𝐞𝐲 → Frame It as Growth: Emphasize career development and additional responsibilities—along with fair compensation. → Prepare for ‘Not Now’: If your manager says it’s not the right time, ask for feedback and set a clear timeline to revisit. Remember: Even in a perfect world, external business conditions can affect salary decisions. But being confident and prepared makes you harder to overlook. Now, let’s chat: How are you prepping for your appraisal conversation this year? Have you successfully negotiated a raise or promotion? Share your tips! What advice would you give to someone feeling nervous about asking for a bump? #Career #SalaryNegotiation #ProfessionalDevelopment

Here’s how I define target compensation ranges BEFORE starting a negotiation (in 4 simple steps) ↓ Negotiation can be intimidating. Preparation is key to reducing tension and finding success. *Remember: Managers want you to be happy with your comp - but they won’t know if you don’t ask. Let’s get into it. 1. Know Your Worth Research market rates for your role, level, industry, and location. Use tools like: - Glassdoor - Blind - Fishbowl - Levels - Payscale Or industry reports to understand what professionals in your field earn. Talk to current employees if you can. Understanding your value in the marketplace is the first step. 2. Assess Your Experience and Skills Take an honest look at your experience, skills, impacts, and achievements. - Do you bring unique skills or experiences? - Do you have something others don’t? - Can you guarantee a level of ROI? Factor in what sets you apart from others in your field. 3. Consider the Full Package Salary is just one part of compensation. Don’t forget to consider benefits, bonuses, stock options, and work-life balance perks. A slightly lower salary might be worth it if the overall package offers long-term value. Map out your ideal package before you start the interviewing or negotiation. 4. Define Your Needs Determine the minimum base pay you’re willing to accept. Consider what would get you excited to say “yes”. Assesses your financial goals, lifestyle needs, and future growth opportunities to set a realistic, but ambitious target. - - - Remember, the best negotiations start with confidence and clear expectations. Do your homework, know your worth. Go into the conversation ready to advocate for yourself.

The biggest lie about performance reviews? That good work speaks for itself. But the pros don't just sit there during a performance review. They walk in with a strategy to control the narrative. Unprepared, you risk your opportunities for growth and advancement. Preparation means: ➙ Going in with talking points ➙ Documenting evidence of your impact ➙ Knowing how to manage your emotions ➙ Having a list of desired outcomes If you want your review to open doors, here’s a step-by-step playbook I developed based on work with clients who range from stellar to folks at risk of a PIP. Preparation: Set the Stage 1. Document Your Wins ↳ Write a 1-pager of your accomplishments ↳ Include outcomes, collaborations, and new skills ↳ List duties you took on outside your job description. 2. Link Work To Business Goals ↳ Show how your work connects to team priorities ↳ Be ready to describe the business impact of your work ↳ Practice your talking points to build confidence 3️. Use The Self-Assessment To Set The Tone ↳ Complete the self-assessment objectively ↳ Highlight strengths and choose 1–2 growth areas ↳ Share the development steps you’d like to take 4️. Get Clear On Your Ask ↳ Decide if you're aiming for a raise, promotion, or path ↳ Note a target & rationale ↳ Alert your manager so they can talk specifics 5️. Anticipate Feedback ↳ Know shortcomings and negatives ↳ Plan your response to positive feedback ↳ Prepare responses that convey maturity In the Meeting: Manage the Dynamics 6️. Notice, Name, and Pause ↳ Be alert to emotional activation ↳ Silently name it (tightness, heart racing) ↳ Pause instead of immediately responding 7️. Listen Actively and Focus on Facts ↳ Listen & paraphrase what you hear ↳ Ask questions to understand expectations ↳ This lowers the emotional temperature 8️. Respond to Emotion Authentically ↳ Don’t jump into debate mode ↳ Keep calm “That's disappointing. I expected [a stronger rating].” ↳ Then ask for data and examples 9️. Build A Concrete Development Plan ↳ Discuss measurable outcomes tied to a promotion ↳ Agree on development & training ↳ Ask: “What would strong performance at the next level look like in the next year?” After the Review: Turn Insight into Advancement 10. Set Expectations ↳ Ask for details about a timeline to achieve your goals ↳ This turns vague reassurance into negotiated criteria ↳ Restate your understanding and address confusion 11. Follow Up And Check In ↳ Send a brief email noting wins, feedback, and agreements ↳ Include compensation/promotion and timelines ↳ Propose quarterly check-ins for accountability 12. If Decisions Stall, Advocate Professionally ↳ If timelines slip, ask for a meeting ↳ Restate agreements clearly and confidently ↳ Ask, “What’s the best path to move this forward?” 🎉You've got this and I've got you!🎉 🔖 Save this so you'll have it when you need it ♻️ Repost to share these strategies with others 🔔 Follow Sarah Baker Andrus for more career strategies

𝗣𝗮𝘆 𝗿𝗲𝘃𝗶𝗲𝘄𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘄𝗼𝗻 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗲𝗲𝘁𝗶𝗻𝗴; 𝘁𝗵𝗲𝘆’𝗿𝗲 𝘄𝗼𝗻 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗼𝗻𝘁𝗵𝘀 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘂𝗽 𝘁𝗼 𝗶𝘁. Employers may understand personal pressures, such as rising costs or life changes, but what really drives their decision is the value you bring to the role. 𝗧𝗼 𝘄𝗮𝗹𝗸 𝗶𝗻𝘁𝗼 𝘁𝗵𝗮𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱: 𝘽𝙪𝙞𝙡𝙙 𝙖 𝙩𝙧𝙖𝙘𝙠 𝙧𝙚𝙘𝙤𝙧𝙙 𝙤𝙛 𝙘𝙤𝙣𝙨𝙞𝙨𝙩𝙚𝙣𝙩𝙡𝙮 𝙨𝙩𝙧𝙤𝙣𝙜 𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙖𝙣𝙘𝙚. If your target is 100%, deliver 110%. Hitting your quarterly goals early, improving accuracy in reporting, or reducing errors in client work shows reliability and momentum. 𝙏𝙖𝙠𝙚 𝙤𝙬𝙣𝙚𝙧𝙨𝙝𝙞𝙥 𝙖𝙣𝙙 𝙨𝙝𝙤𝙬 𝙞𝙣𝙞𝙩𝙞𝙖𝙩𝙞𝙫𝙚, 𝙣𝙤𝙩 𝙟𝙪𝙨𝙩 𝙩𝙖𝙨𝙠 𝙘𝙤𝙢𝙥𝙡𝙚𝙩𝙞𝙤𝙣. Bring solutions, not just problems. For example, streamlining a reporting process that saves your team hours every week or stepping up to lead a project without being asked. 𝘿𝙚𝙢𝙤𝙣𝙨𝙩𝙧𝙖𝙩𝙚 𝙝𝙤𝙬 𝙮𝙤𝙪 𝙢𝙖𝙠𝙚 𝙮𝙤𝙪𝙧 𝙢𝙖𝙣𝙖𝙜𝙚𝙧’𝙨 𝙖𝙣𝙙 𝙩𝙚𝙖𝙢’𝙨 𝙬𝙤𝙧𝙠 𝙚𝙖𝙨𝙞𝙚𝙧. Anticipate needs. Preparing a first draft before being asked, sharing updates in a way that saves your manager time, or mentoring a junior colleague all show that you think beyond your own role. 𝙎𝙝𝙤𝙬 𝙩𝙝𝙖𝙩 𝙮𝙤𝙪’𝙧𝙚 𝙞𝙣𝙫𝙚𝙨𝙩𝙚𝙙 𝙞𝙣 𝙩𝙝𝙚 𝙬𝙞𝙙𝙚𝙧 𝙨𝙪𝙘𝙘𝙚𝙨𝙨 𝙤𝙛 𝙩𝙝𝙚 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨. Look for impact beyond your immediate responsibilities. That could mean sharing customer insights that improve a product, helping another department hit a deadline, or contributing ideas that win new business. 𝗪𝗵𝗲𝗻 𝘁𝗵𝗲 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗰𝗼𝗺𝗲𝘀: 𝙆𝙣𝙤𝙬 𝙮𝙤𝙪𝙧 𝙢𝙖𝙧𝙠𝙚𝙩 𝙫𝙖𝙡𝙪𝙚. Research what people in similar roles are paid in your sector and location. Being able to say “the average for my role is €X, and here’s how I compare” gives weight to your case. 𝙋𝙧𝙚𝙨𝙚𝙣𝙩 𝙘𝙡𝙚𝙖𝙧 𝙚𝙫𝙞𝙙𝙚𝙣𝙘𝙚 𝙤𝙛 𝙮𝙤𝙪𝙧 𝙖𝙘𝙝𝙞𝙚𝙫𝙚𝙢𝙚𝙣𝙩𝙨 𝙖𝙣𝙙 𝙞𝙢𝙥𝙖𝙘𝙩. Go beyond effort and talk about results. For example, “I managed a project that cut costs by 15%,” or “I built relationships that led to three new clients.” 𝙆𝙚𝙚𝙥 𝙩𝙝𝙚 𝙙𝙞𝙨𝙘𝙪𝙨𝙨𝙞𝙤𝙣 𝙥𝙧𝙤𝙛𝙚𝙨𝙨𝙞𝙤𝙣𝙖𝙡 𝙖𝙣𝙙 𝙛𝙤𝙘𝙪𝙨𝙚𝙙 𝙤𝙣 𝙘𝙤𝙣𝙩𝙧𝙞𝙗𝙪𝙩𝙞𝙤𝙣. Avoid emotional appeals or comparisons with colleagues. Frame it as: “Here’s the value I’ve added, here’s what I’ve achieved, and this is why I believe my pay should reflect that.” A strong case for a pay rise is built on performance and preparation. If you can show both, you’re already ahead.

𝐓𝐡𝐞 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐌𝐨𝐬𝐭 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐈𝐠𝐧𝐨𝐫𝐞 (𝐁𝐮𝐭 𝐈𝐭 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐘𝐨𝐮𝐫 𝐉𝐚𝐧𝐮𝐚𝐫𝐲 𝐒𝐚𝐥𝐚𝐫𝐲) December is negotiation season but most people don’t realize it. One of the biggest mistakes professionals make is waiting until January to start preparing for salary conversations. By then, budgets have closed, decisions have been made, and your request lands when the door is already half shut. I learned this the hard way. Early in my HR career, I asked for a salary review in late January. I had valid points, clear wins, and measurable results. My manager agreed with everything but the decision had been locked in weeks earlier. That taught me something I have never forgotten: 𝐍𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐚𝐫𝐭𝐬 𝐢𝐧 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫, 𝐧𝐨𝐭 𝐉𝐚𝐧𝐮𝐚𝐫𝐲. Here’s the simple framework I teach my mentees: 1. Gather your evidence List your achievements using the S–B–I structure
Situation → Behavior → Impact
Include numbers, cost savings, turnaround time improvements, employee engagement boosts, etc. 2. Understand the business cycle Ask: “What are the financial or strategic priorities for next year?”
Your value must connect to something the business already cares about. 3. Position your ask as a continuation of value Not: “I want an increase.”
But: “Here’s how my role will contribute to next year’s priorities and here’s the support I need to deliver at that level.” 4. Request the conversation NOW A simple line: “I’d love us to schedule time this month to review my progress and discuss my role for next year.” This has helped many professionals negotiate successfully, not with emotion, but with evidence. December is your leverage. Don’t miss it. Are you planning to negotiate in January?
Tell me where you’re stuck, I’ll guide you. 
#CareerNegotiation #SalaryIncrease #Visibility #CareerStrategy #HRInsights #ProfessionalGrowth

Did passion and hard work get you the salary you wanted and deserved? It’s essential to go beyond passion and hard work when it comes to salary negotiations. While dedication and enthusiasm are crucial, they don’t always translate into the compensation we deserve—or that others may already be earning. Understanding the financials and business outcomes of your role is key to effectively advocating for yourself. 1. **Know Your Worth**: Research industry standards and salary benchmarks. Equip yourself with data that reflects your skills, experience, and the impact you bring to the table. 2. **Understand the Business**: Familiarize yourself with your company’s financial health and objectives. This knowledge can provide context for your contributions and how they align with the organization’s goals. 3. **Communicate Value**: Be prepared to articulate how your work contributes to the company’s success. Highlight specific achievements and metrics that demonstrate your impact. No one better than you knows the details! 4. **Prepare for Negotiation**: Approach salary discussions with confidence. Use your research and understanding of the business to negotiate effectively, ensuring you advocate for the compensation that reflects your true value. 5. **Ask Human Resources**: ask about the salary bands for the roles you are interested in, ask about who has the authority to flex outside the bands, ask about bonuses ( ad hoc or reoccurring). Ask what positions are qualified to earn or receive/ or be granted equity. Passion and hard work are vital, but they must be complemented by a strong understanding of financials to truly navigate your career path successfully. Let’s empower ourselves with the knowledge to advocate for the pay we deserve! #SalaryNegotiation #CareerGrowth #FinancialLiteracy #KnowYourWorth #ProfessionalDevelopment

𝐘𝐨𝐮𝐫 𝐲𝐞𝐚𝐫-𝐞𝐧𝐝 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐫𝐞𝐯𝐢𝐞𝐰 𝐢𝐬 60 𝐝𝐚𝐲𝐬 𝐚𝐰𝐚𝐲. 𝐓𝐢𝐦𝐞 𝐭𝐨 𝐬𝐭𝐚𝐫𝐭 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐍𝐎𝐖. Most IT professionals wait until the meeting invite hits their calendar. Then they scramble. Here's your 60-day prep plan: 𝐖𝐞𝐞𝐤𝐬 1-2: 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐞𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 • Pull your wins from Jira, ServiceNow, email • Quantify impact (uptime %, cost savings, hours saved) • Note projects where you led or stepped up 𝐖𝐞𝐞𝐤𝐬 3-4: 𝐆𝐞𝐭 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐞𝐚𝐫𝐥𝐲 • Ask your manager: "What should I focus on before year-end?" • Solicit peer input on collaboration wins • Address any gaps NOW while there's time 𝐖𝐞𝐞𝐤𝐬 5-6: 𝐁𝐮𝐢𝐥𝐝 𝐲𝐨𝐮𝐫 𝐜𝐚𝐬𝐞 • Create a one-page summary of achievements • Research market rates for your role • List specific skills you've gained this year 𝐖𝐞𝐞𝐤𝐬 7-8: 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐳𝐞 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 • Prepare questions about growth opportunities • Know what promotion criteria look like at your company • Have a clear ask ready What if the raise is limited? 𝐁𝐮𝐝𝐠𝐞𝐭 𝐜𝐨𝐧𝐬𝐭𝐫𝐚𝐢𝐧𝐭𝐬 𝐚𝐫𝐞 𝐫𝐞𝐚𝐥. 𝐁𝐮𝐭 𝐲𝐨𝐮 𝐬𝐭𝐢𝐥𝐥 𝐡𝐚𝐯𝐞 𝐨𝐩𝐭𝐢𝐨𝐧𝐬: → Negotiate additional PTO days  → Request remote work flexibility  → Ask for training budget or conference attendance or time to train → Discuss title change that positions you better  → Request projects that will help you build technical skills, build relationships, and make a big impact The review isn't just about money. 𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐭𝐫𝐚𝐣𝐞𝐜𝐭𝐨𝐫𝐲. Use these 60 days to show up as someone who takes their career seriously. What's your first prep step? 📌 Save this post for your next performance review 📢 Share this to help a friend advance their career ♻️ Repost to share tech professionals how to get more from their performance review --------- For those who don't know me, I'm Dave, an IT Career and Life Coach. I help IT professionals identify their next role, land the job, get promoted, and succeed in work and life.

Staying silent is the fastest way to stay underpaid. Reality check: ➥ Raises don’t happen just because you work hard. ➥ If you don’t ask, you don’t get. ➥ The right words can mean the difference between yes and no. Here’s exactly how to make your case. Before You Ask – Preparation Matters ➥ Track your biggest contributions and results. ➥ Research salary benchmarks for your role. ➥ Time your request after a major win or performance review. ➥ Be ready to handle objections with confidence. Start the Conversation with Confidence "Over the past few months, I have taken on key projects that delivered results. My contributions have increased efficiency, revenue, or team impact. I’d like to discuss a salary adjustment based on my impact. What is the best way to move forward with this conversation?" Prove Your Value ➥ Show measurable impact: revenue growth, cost savings, or efficiency gains. ➥ Highlight leadership, problem-solving, and extra responsibilities. ➥ Compare your contributions to industry salary standards. ➥ Make it clear why investing in you benefits the company. Handling Objections Effectively ➥ "Now isn’t the right time" → "When would be a good time to revisit?" ➥ "We don’t have the budget" → "Can we explore performance-based incentives?" ➥ "You need more experience" → "What milestones would justify a raise?" ➥ "We’ll review next year" → "Can we create a roadmap with clear goals?" Offer Alternative Solutions, Not Just Demands ➥ If a salary increase isn’t possible now, what other options exist? ➥ Can we discuss performance bonuses or equity? ➥ Are there leadership opportunities or title progression? ➥ Would a professional development budget be possible? Position Yourself as an Asset ➥ Companies invest in people who drive results. ➥ Negotiating isn’t just about money—it’s about recognizing your worth. ➥ When you position yourself strategically, you shift from employee to key contributor. ➥ Confidence and clarity in your ask will set you apart. The Mindset Shift You Need ➥ The worst-case scenario? Gaining clarity on what’s next. ➥ The best-case scenario? Securing the raise you deserve. ➥ Either way, you position yourself as a top performer. ➥ If you don’t advocate for yourself, no one else will. 💾 Save this for later & follow me for more career strategies. Watch full interview on YouTube with Diana Yuen Kei Chan

Yes, you do need to know what your peers are making at your job. Let me share a story about a client of mine, Sarah.* She is a highly qualified executive with a master's degree and over 15 years of experience in her field. Despite her impressive credentials and impact, she discovered that she was being paid significantly less than her colleagues—many of whom had similar or even less experience. I've also had many clients come to me because they see a newly posted job at their level with a much higher salary range. What?! This is unfortunately a common scenario. We all know about the gender wage gap - and we know this gap widens for Black women and women of color. ✨ The lack of pay transparency in many organizations perpetuates these inequities. ✨ When pay secrecy is the norm, it serves the company’s interests, not yours. It allows organizations to underpay talented individuals like Sarah while keeping their compensation practices opaque. This is not just a personal issue; it affects your career trajectory and financial well-being. ⚠️ Women are 80% more likely to be impoverished in retirement. So, what can you do? Here are some strategies to navigate this tricky terrain: 1. Have Open Conversations: Start by talking to trusted colleagues about their salaries. While it might feel uncomfortable, these conversations can provide valuable context. Frame it as a discussion about overall market trends rather than just numbers. 2. Research Salary Ranges: Utilize platforms like Glassdoor, Payscale, or LinkedIn Salary Insights to research compensation ranges for your role in your industry and location. This will arm you with data when negotiating your pay or discussing it with peers. 3. Create a Pay Transparency Culture: Advocate for pay transparency in your organization. Encourage discussions about compensation during team meetings or company events. When leadership embraces transparency, it can foster a more equitable workplace. 4. Know Your Worth: Prepare for salary negotiations by understanding the unique value you bring to your organization. Highlight your skills, achievements, and contributions during discussions about pay. Don’t let the fear of judgment keep you silent. Knowledge is power, and understanding your worth is crucial. It’s time to advocate for yourself and demand the compensation you deserve! 💪✨ #PayTransparency #EqualPay #WomenInLeadership #SalaryNegotiation #KnowYourWorth