6 salary negotiation strategies to earn your next raise 💸

You know you've aced your job this year — and yet, your manager just doesn't recognize your hard work and how much you have achieved.

You say to him:

"I’ve consistently hit 115% of my quota this year and brought in three major enterprise accounts. Given my contribution to the department’s revenue and the current market rate for sales associates, I’d like to request a base salary increase to $85,000 to reflect that value."

Your impact is undeniable but remains unacknowledged. If your manager isn't seeing the value you've added — especially with a 115% quota hit — you need to shift from asking to demonstrating.

Here’s how to build your case for a salary increase.

Build Your Evidence Folder

Don’t just list your duties, list your impact. Quantify your wins — like "increased sales by 15%" or "saved 10 hours a week through automation." This moves the conversation from "I want" to "I’ve earned."

Study the evidence-based examples below for ideas (based on a sales role):

Revenue growth: "I exceeded my annual sales quota by 15%, directly generating $200,000 in additional revenue for the department. This performance places me in the top 5% of the regional sales team for year-over-year growth."

Customer acquisition: "I successfully closed three enterprise-level accounts that were previously stagnant in our pipeline for over eighteen months. These new partnerships are projected to increase our recurring annual revenue by 20%."

Process optimization: "By implementing a new lead-scoring system, I reduced the average sales cycle by 10 days while increasing my personal conversion rate. This efficiency allowed me to handle a 25% larger lead volume without a decrease in client satisfaction scores.

When metrics are hard to come by, focus on how you’ve simplified complex workflows or saved your team valuable time. Use "social proof" — like praise and positive feedback from colleagues to demonstrate that your contributions are both respected and essential.

Finally, emphasize your reliability by showing how your consistent performance prevents crises and keeps daily operations running smoothly.

Use sites like Glassdoor or Payscale to find the industry standard for your role, location, and experience level. Aim for a specific range (e.g., $85k–$90k) rather than a vague "more money."

Photo by Swello on Unsplash

Research your market value to lead the negotiation from a position of strength.

Requesting a precise figure, such as $85,450, proves you’ve done your homework and treats the raise as a data-backed fact rather than a guess.

Use a "target range" to give the employer flexibility while protecting your minimum requirements. This data-driven approach strips the emotion out of the request and turns it into a straightforward business transaction.

The best time to discuss a pay raise with your manager is usually after a "win," like a glowing review or a finished project. Catching your manager in a "compliance window" makes the logic of your value much harder to ignore.

If the company just announced a hiring freeze or a bad quarter, you might want to wait.

Remember, think carefully about the timing of your meeting when reaching out to your manager to schedule a dedicated "career development" meeting.

You've successfully managed to schedule a salary review meeting with your manager. When starting the salary review meeting with your manager, start the meeting by expressing how much you enjoy your role.

Then, pivot to your contributions. Say something like:

"I’ve loved leading the X Project. Given the 20% growth we’ve seen under my management, I’d like to discuss adjusting my salary to reflect this increased responsibility."

Photo by Sasun Bughdaryan on Unsplash

How Do You Handle It When Your Manager Says No?

Imagine you've approached your manager as above, yet his response is that the company budget is tight this year. He refuses your request for a pay raise. Instead of reacting with frustration or fear, you stay calm and focus on objective information.

1. Stay composed: When the budget concern is raised, look directly at your manager rather than shrinking into your seat.

2. Validate the context: You state, "I am willing to consider the current budget constraints the company is facing."

3. Request specific data: "I wonder if I could get more details about the timeline for the next budget review and the specific KPIs needed to trigger a salary adjustment?"

4. Present your value: You then pivot to your research, saying, "I’ve analyzed the market data for my role, and I’d like to show how my recent contributions justify an alignment with these industry standards."

By focusing on objective information and staying positive, you ensure the door remains open for future negotiations

You have arranged a meeting with your manager to discuss a pay raise and followed the steps above. Your manager hints he may consider your request. He then asks you what the amount of money you are asking for in your pay raise is.

Here, you need to state your desired salary clearly. Once you say the number, stop talking. Silence is a powerful tool — let your manager process the request without you backpedaling out of nerves.

Try the quiz below to see how well you can negotiate a salary raise!

Scenario: The "Lowball" Counter-Offer

You have just presented your data showing you are worth a 15% increase, but your manager responds, "We can only offer you 3% this year due to company-wide caps.

Read the responses below and choose the response that is most effective to achieve your pay raise.

• Response A: You stand up, shove your chair back, and shout, "That's not true! You gave the marketing team a huge bonus last month! This is totally unfair!"

• Response B: You shrink into your seat and say, "Oh, okay. Please don't be mad I asked. I really need this job, so I’ll just take the 3% and try harder next year."

• Response C: You stare at them for a moment before responding coldly, "I refuse to participate in this conversation if that is all you are offering," and walk out.

• Response D: You look directly at your boss and say calmly, "I am willing to consider the company's current constraints, but I wonder if I could get more details about the exact criteria used for this 3% cap versus the market growth for my specific role?"

It's highly likely your manager may refuse your request for a salary raise, despite you trying several of the strategies listed above. If your manager says "no" due to budget reasons, immediately secure a firm date for a follow-up review in six months.

If necessary, pivot to non-monetary perks like extra PTO (paid time off) or a flexible schedule to gain immediate value.

You could also negotiate for a professional development budget to fund new skills and increase your future worth. Executing this Plan B ensures you walk away with a tangible win despite a frozen salary.

Below is a list of actions to take to ensure you have done everything you can to obtain your pay raise when having a salary review meeting with your manager: