Negotiating a salary increase from your boss can be like walking on eggshells. Asking for a salary increase does not have to be so stressful. Yes, talking about salary with your boss is way easier than you realise. We get it; it can feel like a whole year’s courage.
So, if you are a mid-level employee, here are three ways to strategically negotiate a salary increase.
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1. Know when the time is right
Knowing the right time is about being considerate and smart. Consider whether the company is facing any major hardships, like a financial crisis. It wouldn’t be appropriate to turn a blind eye to such a situation right under one’s nose.
Moreover, consider whether industry trends have or can significantly impact the company. Industry trends are typical and have a major stake in companies.
Also, consider whether your responsibilities have increased since you last enjoyed a raise. So, before putting your foot in the door, check whether more responsibilities are assigned to you after you last received a salary increase.
Furthermore, consider negotiating a salary increase if you perform well. Salary increases differ from company to company; if your company raises salaries based on performance, pitch key performance and boil it down to salary increase. If you exceeded a current target as previously, you could boldly ask for a raise.
Finally, specific timing. It is inappropriate to stop your boss on the staircase, ask for a salary increase and expect them to prick up their ears. Book a one-on-one session based on their availability to get your boss’s attention.
2. Base the percentage increase on research
Don’t enter the meeting without having an explicit percentage/amount in mind. Prepare ahead; research the average salary amount from friends, Google it, review salary websites, and talk to internal staff in that position. Remember that salaries differ across markets, so take the range of things, such as location.
Afterward, be specific about the exact amount or percentage. As mentioned in the first strategy, be considerate; get the average the company affords for salary increments. You can go just a point higher; however, it’s best to stick to what’s available.
3. Build a strong case
Why do you want a salary increment? This is the chance to put forth the main reasons for your appeal. Put together all your facts. Explain what initiatives you strategically enforced and the impact they had on projects. Mention the projects you worked on explicitly detailing the key results. The results show your relevance to the team and the company.
And try not to factor in emotional and sensitive reasons like family or a child being sick. Employers give a salary increment based on key performance, initiatives, inputs, etc., but not how long you have been in the company, getting married, or other personal reasons.
So, solidify your achievements and sharpen your facts to receive that salary raise.
A typical conversation can go like this:
“I am thankful for the challenges and opportunities I’ve been given. Over the past year, I have taken on various tasks and responsibilities, consistently meeting deadlines and exceeding expectations. For example, I increased project delivery efficiency by 20%, reduced operational costs by 15%, and initiated new strategies that led to a 25% improvement in team productivity. Given these achievements, I’d like to discuss the possibility of readjusting my salary to reflect the value I’ve contributed.”
Things To Avoid When Negotiating a Salary Increase
1. Going in Unprepared
For sure, mid-level roles often come along with double tasks and responsibilities. As mentioned, prepare the key results achieved in the current role and share statistics and metrics. If you were on a project and achieved results, share them. Do not go into the meeting with words—present facts of what you have achieved.
2. Avoid Comparison
At mid-level, you are expected to grasp how to communicate effectively. Do not engage your boss on salary increments by discussing your colleagues’ salaries. Do not tell them to raise your salary because of your colleagues’ salaries. Mid-level employees should emphasise their achievements.
3. Being vague
Remember, this meeting is the chance to prove to your boss why you deserve a raise. Don’t be vague about your accomplishments and how much raise you need. Being vague could mean you have not achieved much but just want a raise, and employers do not like that.
4. Don’t Be Demanding
As a mid-level employee, one thing to know is the difference between confidence and rudeness. When asking for a raise, be gentle about it. Don’t say, “Give me a salary increment, or else I’ll leave.” This comes off as threatening, and as a mid-level individual, you want to keep long-term relationships. Don’t forget that you’ll still be in the company after you are given a raise.
5. Focusing on personal reasons
Exclude every personal reason unless the employer further asks you. Personal financial needs may be relevant to you, but focusing on how you’ve contributed to the company’s success will carry more weight, especially in mid-level roles where performance and results are highly valued.
6. Accepting the First Offer Without Consideration
Mid-level individuals with experience know how to negotiate better. Leverage this and not accept the very first offer without thorough consideration. Evaluate the figure and make an objective decision. Then, let your boss know what you’ve boiled down to. Remember to be objective.
In conclusion, negotiating a salary increase is not a hectic experience. However, mid-level professionals can enter the discussion with their heads up by understanding the right timing, researching market rates, and building a strong case based on solid achievements; avoiding mistakes—like comparisons to colleagues and vague communication—can make requests professional yet compelling.
Check out another interesting article on what to negotiate apart from salary.
