How to ask for a raise or promotion,
Are you asking for what you want?

How many times have you had an annual or quarterly review and leave thinking to yourself, “They passed me up for a promotion yet again.” Well, the simple fact of the matter is that you may have been passed over for a raise or promotion because you didn’t ask. Don’t let success slip past you again! Learn to be aggressive by asking for what you deserve.

Set a number

Don’t go into negotiations with an open-ended deal. This is a sure fire way to leave with less than you deserve. Before you go into your meeting, set down a minimum amount that you are willing to accept for a raise. Now that you have that number, never mention that as a possibility when you ask for a raise. Write down the optimal amount that you would like to earn and add 10% to that number. That is the number you should bring to negotiations.

Remember, this is not you telling your employer how much you want, these are negotiations, so there will be a little back and forth. When you set your number higher, the chance that the final number will land close to your desired salary is much higher.

Go in with a plan

You never go into any of your other meetings unprepared, why on earth would you go into an incredibly important meeting about your future in a company unprepared? Do your research and be prepared to answer any questions your bosses may have. Not only will you be able to make your case better, you’ll also prove that you’re an asset to the company by being prepared for your review.

Give your reasons

When giving your reasons for a promotion or raise, remember to use metrics that everyone can understand. Go in with numbers and case studies to prove your point. Instead of using “I think” or “I feel,” use definitive statements such as “I need” or “I deserve.”

If you have your plan all lined out, then you should have all of your reasons right in front of you. Again, give your reasons in a way that executives will understand. Tell them why paying you more will actually make them more money, rather than costing them more. I’m not saying the bottom line is all that matters, but it’s hard to argue with dollars and cents when it comes to management.



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From regional manager to international executive with quadruple the pay, Karen Keller’s unique blueprint carefully outlined the step-by-step process for creating high-impact influence and let me know when I was being influenced in a way that didn’t serve me.
Lloyd Moore
Global Director Supplier Quality & Development - Lear Corporation – South Carolina