The Statistics

A 2018 PayScale study noted that almost two-thirds of employees have never asked for a raise. According to another study, when women find out that men are paid more for the same job, only 26% complain to their manager and 6% to HR. Rather than asking for a commensurate raise, 36% leave their employment for a new job or stay silent (28%). Further, the study also found that where salary discussions are initiated, 57% of men are more likely to get the pay increase versus 50% women. Instead, women are more likely to receive improved job titles, benefits, bonuses, and/or stock options (7% men vs. 10% women).

Share Your Successes

We understand negotiating a higher salary is stressful—some say it may be more stressful than getting a root canal; however, don’t be afraid. Even if the answer is “no,” don’t give up.

Ask for what you want in a percentage increase, and as you would for a new salary at a new job, support your request with your educational background, experience, unique qualities, skills, accomplishments, and comparable data for similar jobs in the market. When noting accomplishments, make sure to include any marketing successes you contributed to for new business for the company, any courses or seminars you joined to improve your expertise, and work successes, and any work opportunities you engaged in outside of your department with the intent to get to know other colleagues. All of this demonstrates your willingness to go above and beyond your expected work commitments.

Explain how your unique talents and efforts add value to the company financially, including how you resourced new customers (and, in turn, new business), shared your work with other colleagues within and outside of your department, and grew your practice or team.

These efforts show how you add value through your determination and motivation to succeed.

Speak positively about your role within the company. Give examples that describe your effective work contributions, your role in expanding the business, and your overall loyalty and dedication to the company’s success. If you have been taking on new responsibilities with established successes, edit your job description accordingly to make a more persuasive case for a raise and promotion. Seek support from superior colleagues to corroborate your efforts. This effort will help you make an endorsed case for why you deserve a raise or promotion.

How to Ask for a Raise or Promotion

Time your promotional request carefully, ideally after completing a significant project, achieving a major goal, or receiving positive feedback. Additionally, consider the appropriate person for the request. Is it your direct supervisor or the department manager? Will it be more effective for the supervisor to request on your behalf? Finally, do not request if your target person is under pressure at work or not in a positive frame of mind.

Consider alerting your superior that you would like to schedule a time to discuss your market research in relation to the possibility of a raise. Giving your superior the “heads up” allows him or her to prepare for the discussion as well. This upfront, respectful communication lends credibility to your request. Approach the conversation with confidence, but remain professional in your tone. As previously highlighted, prepare for any objections or questions that may arise. Speak firmly but respectfully when communicating your expectations regarding raises and bonuses. For example, “I would like a raise of __%. I have been at this company for two years, have exceeded expectations pursuant to performance reviews, and deserve this raise. What I am asking for appears in line with my research for similar jobs in our market area.”

Be prepared to review your expanded responsibilities and established work successes for a more persuasive case to make for a raise and promotion. Don’t be afraid to speak up for yourself. You have nothing to lose.

Additionally, when you ask for the raise, if applicable, be prepared to discuss your contributions to the company in terms of numbers. For example, to what extent did your successful work contributions impact the financial bottom line of the company? Give your superior specific numbers. Also, prove to your superior that you have done your market research by sharing factual information supporting your raise in compensation.

For any job, regardless of whether or not it is your first, you must be proactive when negotiating your salary. Only you can defend and promote yourself for the salary you seek. For example, in my jobs at law firms, every attorney annually submitted a memo on our successes to the compensation committee. In many cases, after this required submission, follow-up interviews took place, during which employees had the opportunity to highlight their contributions to committee members and address compensation concerns. I still remember one particular interview where a new managing partner fell under the false impression that a client I resourced for the firm was actually originated by another colleague while I was only “doing some of the work.” This false assumption was made when the colleague mentioned a connection he held to my client, which resulted in the colleague receiving all the credit for the client (and commensurate added compensation). After all, how could a woman generate such a client? I picked up on my managing partner’s false belief immediately. I explained how I resourced the client and grew the client’s business to other practice areas of the firm, further corroborating my claim.

In a law firm setting, originating new clients (and business) for the firm is highly competitive and typically triggers an increase in compensation. Don’t let a colleague take credit for your originations. Stand up for yourself and set the record straight. Later when I became a member of the firm’s compensation committee as a partner, I learned how important it was to have allies on the committee who were educated on the contributions of their fellow partners and associate attorneys seeking raises.

Sharing Credit; Honoring Contributions

When you receive a referral for business from another colleague at your company, ask to share the credit. Your referring colleague should receive “origination credit” for the business; however, if you grow the relationship, manage a team to complete the work, and generate additional business with that client or customer on other matters, your contributions should be appropriately rewarded. Your ability to increase the profitability of the company by sharing the work, building the practice, and marketing your company’s expertise are important traits for a successful career.

Foster courteous and respectful relationships with your colleagues through open and honest communication. You may need their help to complete work and foster continued business from a client or customer, especially if the work falls outside of your area of expertise. However, don’t be afraid to stand up for yourself and your contributions—even if someone else succeeds in taking the credit. Complete your work respectfully and with maturity to underscore your value, competence, and loyalty to your team and company. Your efforts will be noticed. Remember, you may work for someone who will eventually hand the reins of their business over to you.

If Your Request is Deferred

If your request for a promotion is deferred for consideration to a later date, present a follow-up plan to keep the request on your superior’s radar and keep good notes of your conversations. These can serve as future evidence for any promises made or possible discrimination.

For more on this topic and other helpful guidance, please check out our new book Play Smart. Good luck!

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