Timing Your Raise Request

People think the best time to ask for a raise is during a performance conversation or promo. It’s not. That’s actually way too late. *Now* is the best time to start planning for your next raise or promotion. Here’s why: We don’t ask for a raise in a one-time conversation. Instead, we build a case for a raise over the 3–4 months leading up to a comp cycle. There are three key components: 1) Highlight the value you bring  2) Understand your company context 3) Validate your external market value Today, I'm going to break down step 1, but will follow this post with breakdowns of steps 2 and 3 over the next few weeks. **How to Highlight the Value you Bring** *Close out Q1 with a narrative:* What did you deliver against (or exceed)? Write it down the story of your Q1 in plain language. Then, share it with your manager and key stakeholders. *Name what will change in Q2:* Expanded scope? New partners? More complexity? Document these changes and then align with your manager and stakeholders on expectations and what “great” looks like. *Lean into skill building to drive future value:* What skills do you think are most relevant in your role for the 12 months? Do you have a concrete plan on how you’re going to build them? If yes, amazing, talk about it. If not, make it. Remember, many comp decisions are actually based on future value the org thinks you can deliver in addition to past achievements. *Build internal advocates (“diagonal” relationships):* Your manager is the key decision maker for raises and promotions, but their peers play a huge role. Is one of your manager’s peers a key internal customer for your work? Focus on that relationship and make sure the wins make their way back to your manager, too. Nurture these “diagonal” relationships as a matter of career hygeine. If you take one action from each of these areas over the next few weeks, you’ll be in a very different place by the time decisions are made. Because the “raise or promotion conversation” isn’t one meeting. It’s the 90+ day campaign before it. Save this for yourself and share it with friends and colleagues who feel like they're "on the cusp" of their next raise or promo. What has helped you in the past leading up to a promotion?

This is how much I earned. And how much I could have earned - starting with my first role. While at #ASOS, I went from a starting salary of £32K to £55K just shy of 5 years later. During that time I only asked for a pay rise once (with an embarrassing level of emotion). On paper a 71% increase from start to finish felt great at the time! But for context, with the way the team and scope of work scaled, the hours I worked and the number of international markets I looked after, the salary offered elsewhere for comparable roles and responsibilities was significantly higher. During my second year at ASOS, I was offered a social media manager role for a fashion retailer for £55K, but it didn’t feel like the right business for me. Social was exploding at ASOS and I felt like we were doing amazing work. During my final year at ASOS, I was offered a Head of Social role at another brand looking after just one market with four direct reports for £90K. Significantly less work, for so much more money. But that business wasn’t aligned to my values so was an easy no. Easier than asking for a pay rise where I was? Yes. I’ve read a lot about the importance of knowing when to leave your job.  But, knowing what you want and deserve within the business you already work for is another thing. My advice? 💥Timing matters. Be strategic in when you ask for a pay rise, both from a performance perspective but also, not catching people off guard. Letting them know it’s something you’ll be discussing in your next 121 gives both parties time to feedback effectively. 💥Use insights: Review your current objectives and the objectives of the role above that which you’re probably looking to do next. Demonstrate how you’re already over-delivering and hitting those KPIs above and beyond. 💥Understand the review cycles: Some companies simply don’t offer pay rises outside of review season. No amount of bringing it up to your manager will change that. Showing that you know how the business actually functions is a good thing and doesn’t make you look misaligned. Timing. 💥Be realistic. One thing TikTok has to answer for is everyones obsession with the hallowed ‘Six figure salary’. An Americanism I’m not comfortable with that just makes everyone feel bad about themselves and their current incomes. Just because someone else earns $/£100,000, doesn’t mean that’s the next salary bracket for you. Do your research for comparable salaries. 💥Leave emotion at the door: This one I learned the uncomfortable way. While a pay rise could really change your life and can feel high stakes – for your manager you’re one of their many reports that have asked for a raise that month. Planning your talk – and doing some research – will help keep the conversation structured and justified rather than emotional. Have I missed anything?

I requested a 67% salary raise, and I got it. Here’s how 1. Timing mattered: I asked 8 months after joining. While the common advice is to wait around 6 months, I delayed because the company was going through a restructuring phase. Even if you have a strong case, asking at the wrong time can work against you. So, it’s important to assess how the company is doing financially and operationally before making your request. 2. I saved receipts of my work: You can’t rely on memory when it comes to impact. From the start, I kept screenshots of commendations, analytics and performance results. Companies move fast, and once a new goal appears, your previous wins can quickly be forgotten. Tracking your own impact is your responsibility. 3. I created a full slide deck: I prepared a standard slide deck that included market salary benchmarks, evidence of my work and outcomes. I also added why I genuinely enjoyed my role and outlined specific future plans I had for the company. The goal was to show commitment, not just ask for more money. 4. I led with numbers and results: Nothing in my conversation sounded like, “I deserve a raise because it’s time.” Instead, it was framed as: “We had X problem. I did Y. That resulted in Z. With an increase of X in my salary, I’ll have the bandwidth to solve even more of these problems.” Every point tied back to measurable value. At the end of my presentation, they weren’t just impressed. They approved a 67% salary increase without hesitation. I know asking for a salary raise can feel intimidating. Share this with someone who needs the confidence to ask.

Let's talk about the conversation nobody wants to have: asking for a raise. For most engineers, it feels awful. You're putting yourself out there. Risking rejection. Worried about seeming greedy. Afraid of damaging your relationship with your manager. So you wait. And hope your manager will just notice your value and pay you accordingly. Here's the problem with that approach: Your manager has a dozen competing priorities. Budget constraints. Squeaky wheels demanding attention. They assume if you were unhappy with compensation, you'd say something. Translation: If you don't advocate for yourself, nobody else will. After being on both sides of this conversation, here's what actually works: ✓ Document specific accomplishments with business impact (not "I work hard" - everyone works hard) ✓ Research market rates for your actual role and experience (not your friend's cousin's salary at Google) ✓ Time it right (budget cycles, after major wins, during reviews - not mid-year when budgets are locked) ✓ Make a specific request ("I'm requesting adjustment to $X" not "I'd like a raise") ✓ Stay professional regardless of outcome What doesn't work: ✗ "I need more money because my expenses went up" ✗ "I've been here X years so I deserve a raise" ✗ "Everyone else makes more than me" ✗ "If you don't give me a raise, I'll leave" These approaches tank your credibility. The reality nobody talks about: Sometimes you build a strong case, time it perfectly, and still get no. That's information. Either there are performance gaps you need to address, or maybe it's time to find an organization that values you appropriately. The hardest truth: The fastest salary growth often comes from changing companies, not waiting for raises at your current one. Typical staying: 3-5% annually. Typical switching: 15-25%+. Loyalty to an employer that doesn't value you isn't noble - it's undervaluing yourself. New blog: Asking for a Raise (The Engineer's Perspective) - the framework that actually works, and what to do when the answer is no ↓ https://lnkd.in/ekKdrk42 Question for the group: Have you asked for a raise recently? How did it go? What would you do differently? Let's help each other navigate this.

Most IT professionals think salary negotiation happens once a year. 𝐓𝐡𝐞 𝐛𝐞𝐬𝐭 𝐧𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐨𝐫𝐬 𝐬𝐭𝐚𝐫𝐭 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 6 𝐦𝐨𝐧𝐭𝐡𝐬 𝐞𝐚𝐫𝐥𝐢𝐞𝐫. Here's why: This is how 2 developers, equally skilled, approached salary negotiations completely differently. 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫 𝐀 waited until their annual review. Walked in with no preparation. Said "Other developers are making more than me. I think I deserve more money." Got a 3% cost-of-living increase. 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫 𝐁 had been documenting wins for months. Researching market rates. Building relationships. Positioned their request as a business investment. Got a 22% increase plus expanded responsibilities. The difference? Developer B used the 𝐏𝐑𝐄𝐏𝐀𝐑𝐄 system: 𝐏repare documentation showing your impact. Track every system improvement. Cost savings. Efficiency gains. Numbers speak louder than "I work hard." 𝐑esearch market rates and internal benchmarks. Know what you're worth externally AND internally. Talk to recruiters and peers. 𝐄xpand your value proposition beyond technical skills. Leadership potential. Cross-team collaboration. Mentoring others. These multiply your technical contributions. 𝐏osition your request as business investment. "Investing in my growth enables cloud migration leadership." Not "I need more money." 𝐀nticipate objections and prepare responses Budget constraints? Propose performance milestones. Timing concerns? Suggest review timeline. 𝐑ehearse your conversation with specific language. Practice with actual words. Not just concepts. Confidence comes from preparation. 𝐄xecute with confidence and follow up strategically. Have the conversation. Document agreements. Maintain momentum with regular check-ins. Your technical skills got you here. Strategic negotiation will take you there. The biggest mistake? Thinking your work should speak for itself. In business, nothing speaks for itself. You have to translate impact into language leadership understands. If you were having a $10,000, $15,000 or $20,000 conversation….. how much would you prepare? 🔁 Repost to help other IT professionals get the💲 they deserve 🔔 Follow me, Coach Dave, for more career insights

Most people ask for raises wrong. They say I've been here two years, rent went up, I work hard, I deserve more. Boss hears pay me because of personal finances and tenure. Your expenses aren't employer's problem. Time served isn't value created. What works: I've delivered X Y Z results with measurable impact. Based on market rate for this contribution, here's my request. Business case not personal plea. Step one: Build your case. Document quantifiable wins, revenue generated or saved, projects delivered, problems solved, expanded responsibility, external validation. Minimum six to twelve months documented impact. Step two: Research market rate. Use Glassdoor, Levels, Payscale, industry surveys, recruiter conversations. Need data not guesses. If you're at fifty thousand and market is sixty-five to seventy-five, strong case. Step three: Timing matters. Good timing after major win, during review cycle, after taking on more responsibility. Bad timing during layoffs, after costly mistake, first month in role. Step four: The conversation. Email to schedule thirty minutes, don't ambush. Opening: discuss compensation, been here timeframe, contributions warrant adjustment. Present quantified achievements, market data, specific ask, then stop talking. Step five: Handle objections. Budget tight? Ask when next cycle begins. Top of band? Discuss promotion. Can't match outside offers? Ask for fair compensation reflection. No? Ask what needs to change. Step six: After conversation. Three outcomes: yes get in writing, not now get timeline and conditions, no decide if staying makes sense. ------------------------------------------------- Follow me Dan Murray for more on habits and leadership. ♻️ Repost this if you think it can help someone in your network! 🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/d9TnkzdH

Everyone wants a raise. But when should you ask—and how high is realistic? 1️⃣ Timing matters Ask after 12–24 months in a role (or 6+ months of consistent overperformance)—that's when you’ve built enough impact to justify it Or after taking on new duties (especially covering for someone who left)—that added workload is legitimate leverage . 2️⃣ Be armed with hard data Negotiators see an average +18.8% raise from negotiating In 2025, typical budgets allow ~4% merit increases, but employees pushing for promotions or market adjustments often get 10–20%+ bump Salary expectations: ~8.6% annual raise on average, with 34% expecting 6–10%, and 13% thinking 16%+ is fair 3️⃣ Build your case strategically Track achievements: revenue generated, cost saved, efficiency improved—quantify everything Benchmark market pay using Glassdoor, LinkedIn, Payscale—aim for fairness, not fantasy Present your task as a business proposal: “Given A, B, C results, I’m aiming for a 10–15% adjustment” . 4️⃣ Negotiate smartly If budget constraints apply, suggest alternatives: bonuses, equity, extra PTO, or remote allowances. If declined, ask for a roadmap: “What needs to happen for a raise in 3–6 months?” 5️⃣ Be aware of the macro 75% of employers plan raises in 2025 to combat cost-of-living pressures, but only ~64% of employees expect one—this gap opens negotiation opportunities However, the “raise boom” is fading—merit increases are shrinking, so proactive raises are now more employer-friendly. Asking for a raise isn’t brash—it’s smart business. And in the current tight job market, internal negotiations can outweigh external job-hunting ✅ Sit down today and map your wins + added responsibilities. ✅ Research your market rate. ✅ Schedule that conversation next quarter. When timing + data + strategy align—you get more than a pay bump. You get respect, momentum, and career leverage. LinkedIn News India

The best time to ask for a raise isn't at your annual review. It’s 48 hours after you made your boss look good to their boss. That’s the small window when you’re TOP OF MIND for them. This window of time is important, and as my kiddo says: It's "tiny tiny". This win is the "tiny tiny" window for you to ask for more. ...and the more you keep stacking these wins, the more you can build your case for more... Because in reality: Your promotion might be delayed.  But your raise doesn't have to be. 40% of companies now offer promotions without pay increases. 👀 Which means you can negotiate a raise without the title. Most professionals wait for their manager to bring it up. The Top 5% creates the conditions that make "yes" inevitable. Here are 6 simple ways to do it: 1/ Build your case 90 days early Average: Asking during annual review with no prep Top 5%: Tracking impact for 3 months before the ask Document: → Revenue driven or protected → Costs reduced → Time saved → Problems solved outside your job description "I improved morale" = nothing. "I cut turnover by 40%, saving $180K in recruiting costs" = leverage. 2/ Time it right Ask after: → A major win → You made your boss look good to their boss → Strong company earnings → During off-cycle reviews (62% of orgs now offer these) Never ask during budget freezes or layoff rumors. 3/ Reframe it as market correction Don't say: "I think I deserve more." Say: "I'd like to discuss a market adjustment. My compensation doesn't reflect the level I'm delivering at." You're not asking for a favor. You're correcting a gap. 4/ Name the expanded scope Your role grew. Your pay didn't. Script: "When I started, I handled X. Now I'm doing X, Y, and Z. I want my comp to match the scope I'm already delivering." This isn't "give me more for the same work." This is "pay me fairly for the work that already changed." 5/ Give them a timeline If budget is tight: "I understand timing might be challenging. Can we set a date in 60 days to revisit? I'd like to know what I need to hit to make this happen." Keeps it alive without the fight. 6/ Negotiate beyond base salary Salary frozen? Comp isn't just your base number. Ask for: → Professional development budget → Flex work arrangements → Performance bonus → Stock options → Extra PTO Your promotion might take 18 months. BUT your comp conversation can happen in 18 days. If you wait for your company to value you, you'll be waiting a long time. Think about a 5 year old who says - impatiently: "Are we there yet?" It's all encompassing, all demanding and unmissable... That's the energy you will need to stay top of mind and become unmissable. 📩 Ready to stop waiting? Join the Top 5% Method® Career Accelerator cohort starting Feb 5th https://lnkd.in/gSjNSxT5 ♻️ Repost to help someone get paid what they're worth.

“J, when should I push for a raise?” I hear this almost every week from GTM execs. Truth is… timing > tactics. Golden windows: 1. After a big win (within 30 days) → major deal = peak leverage 2. Before budget locks (Q4/Q1) → miss this, wait 12 months 3. During promotion talks → biggest comp uplift opportunity 4. When market shifts → poaching or salary reports create pressure Worst time: 1. Mid-hiring cycles → focus on filling roles, not increasing comp 2. Poor quarter → missing target kills any negotiation power 3. Year-end fatigue → comp talks in Dec fail 67% more often 4. Leadership transitions → wait 3-4 months for new execs to settle in APJ-specific edge: 1. Average GTM execs tenure is 17 months, turnover is 35%; retention-focused comp talks work! 2. Market rate adjustments (enterprise AE median OTE: $395K) 3. Performance-based milestone increases (15-20%) 4. Extended equity exercise windows (particularly valuable in volatile markets) Pro-tips: 1. Prepare your ‘value multiplier’ story 2. Use "if-then" proposals (companies love choices between 'yes and yes’) 3. Build a one-page ‘performance portfolio’ (must be data-backed) 4. Amplify ‘investment in market leadership’ language (stability, growth acceleration, future-proofing, etc) ALWAYS negotiate from strength. Negotiate at the right time! #saas #salarynegotiation #apj #hiring #gtm

If you want a raise.. start building the case 60-90 days in advance. Most Quality professionals think their manager will advocate for them when review season comes around. That’s not how promotions work. ❌ Managers can’t sell your value if you never gave them evidence. ❌ HR won’t approve a raise with “they work hard” as justification. ❌ Leadership only rewards documented, strategic contributions. Here’s the truth: Raises are business decisions… and business decisions require proof. If you want to move up, start building the case 60–90 days before you ever ask. Here’s the exact system high-leverage Quality pros use: ✅ Step 1: Weekly win log Document every measurable improvement (scrap eliminated, escapes prevented, supplier issues resolved). ✅ Step 2: Convert results into business language Tie your work to revenue, cost, risk reduction, and customer satisfaction. ✅ Step 3: Socialize consistently Send short updates to your manager and key cross-functional leads so they see your value in real time. ✅ Step 4: Align with strategic goals Show how your actions support company metrics… not just department tasks. Do this for 60–90 days, and when you walk into that conversation… you’re not requesting anything. You’re confirming what’s already true. Build the case early, and the raise becomes the logical next step… not a favor. Save this post for later 📌 If this helped, share it. ♻️ Follow Charlie Hicks for more posts like this. ✅