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8 expert-approved tips to get you the raise you deserve

The Muse HR exec Toni Thompson: Have regular conversations with your manager about your goals

The Muse HR exec Toni Thompson: Have regular conversations with your manager about your goals

Your boss shouldn't be surprised to learn that you want more money.

Thompson, senior vice president of people and talent at The Muse, advises workers to make sure their manager knows what their professional goals are, and to keep those conversations ongoing.

She previously told Business Insider, "When they're in that conversation with the CFO and they have an opportunity to ask for more money for you, they'll take it because they know that it's important for you."

Yet Thompson said only about half of people take the initiative to have these conversations with their boss.

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Workplace expert Lynn Taylor: Find out what someone in your role typically earns

Workplace expert Lynn Taylor: Find out what someone in your role typically earns

Before you petition your boss for a raise, make sure you've done your homework.

Taylor, national workplace expert and author of "Tame Your Terrible Office Tyrant," previously told Business Insider's Áine Cain that you'll want to find out what someone in your role and with your skills typically earns.

Asking for 10 to 20% more than you're currently making is a good general guideline, Taylor said, as long as it corresponds with market salary ranges.

For example, Taylor said, "If you get an offer for 20% over your current salary, you can still negotiate for more — ask for an additional 5% — but know that you're already in good stead."

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Real-estate mogul Barbara Corcoran: Make a list of responsibilities you've taken on since you started

Real-estate mogul Barbara Corcoran: Make a list of responsibilities you've taken on since you started

Corcoran is a real-estate mogul and an investor on "Shark Tank."

She previously told Business Insider's Graham Flanagan:

"The smartest thing to do is to walk in with a list of your responsibilities when you started at the company, and then also the list of things you've taken on since you started. And simply make the boss aware that you have a lot more responsibility.

"You're delighted to take it on, give me more, but [you'd] like to be compensated and to name a number you'd like."

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Ellevest CEO Sallie Krawcheck: Use hard data to make your case

Ellevest CEO Sallie Krawcheck: Use hard data to make your case

Ellevest's CEO had similar advice: Come prepared with proof that you deserve a pay bump.

At the S.H.E. Summit in New York City in 2016, Krawcheck said, "Be as quantitative as you can be," adding, "Put numbers on paper."

Krawcheck recommended keeping a running list that quantifies all your accomplishments, like how many clients you bring in or the size of your budget.

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SoFi chief marketing officer Joanne Bradford: Treat your job like a report card

SoFi chief marketing officer Joanne Bradford: Treat your job like a report card

Find out what your work is worth to your company and your industry, said Bradford.

Bradford is the chief marketing officer at personal-finance company SoFi. On a 2017 episode of the "So Money" podcast, Bradford suggested evaluating your job like a report card.

She said, "There are several dimensions to that report card; it's how much you're paid in your job and how you're doing against the curve. Who wouldn't want to be paid on a curve, especially if you're at the top of it?"

Bradford added, "I always liked to see what my contribution to the company was and how much value I could add to the company, and then how much money I had, because it's really about your freedom and your choices."

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SoFi VP Libby Leffler: Consider where your boss is coming from

SoFi VP Libby Leffler: Consider where your boss is coming from

Your manager may believe you deserve a raise — but they still have to convince their manager.

That's why Leffler, vice president and business unit lead at SoFi, says it's important to keep in mind the constraints on your boss.

She previously told Business Insider that the first thing to do when you're planning to ask your boss for a salary bump is to "consider where you're coming from and where they're coming from."

For example, maybe they're trying to manage an already-tight budget for the division, or they're under strict orders only to grant raises for knock-it-out-of-the-park performance.

Dan Shapiro, founder and director of the Harvard International Negotiation Program, suggests a similar strategy: Role-play the salary conversation and pretend to be your boss while a friend pretends to be you.

Once you take on the boss's thoughts and emotions, Shapiro said you can further tailor your strategy (as the employee, in real life) "so that the boss can most effectively hear what you're saying."

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Media executive Fran Hauser: If you get a 'no,' ask what you can do to get a 'yes'

Media executive Fran Hauser: If you get a 'no,' ask what you can do to get a 'yes'

In an excerpt from her book, "The Myth of the Nice Girl," published on Business Insider, the media executive and startup investor writes that you can use "no" to push you forward.

Hauser writes:

"If your boss tells you it's not going to happen, ask why not. Get as much specific feedback as possible so you can figure out what steps you need to take to get to the next level.

"Leave the meeting knowing precisely what you have to accomplish and by when, and then check in regularly with your boss or manager to ensure you're on track."

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Personal finance expert Ramit Sethi: Think about what else you can negotiate

Personal finance expert Ramit Sethi: Think about what else you can negotiate

Sethi is a personal-finance expert and the best-selling author of "I Will Teach You to Be Rich."

In a salary negotiation role-play, former management consultant Justin Wilson asked if it was appropriate to bring up other modes of compensation, including stock options and bonus, when he didn't get the salary he wanted.

Wilson also inquired about an accelerated performance-review process, so they could revisit the topic of salary sooner.

Sethi said this request is so reasonable that if the company doesn't agree to it, it might be a red flag.

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