How to Build a Case for a Raise Based on Industry Standards

Recently, a 21 y/o walked into my office and said, “I’d like a $25K raise.” Here’s why this is the wrong approach and the 3-part framework to get instant raises: The employee asked for the raise after telling me last week that the business hadn't improved. Why this approach fails: • It’s personal, not business: “I need more because of my mortgage/new baby.” • It’s vague: “I feel I should be paid more.” • It ignores company performance: Asking for a raise when the business is struggling. • It’s arbitrary: Throwing out a number without backing it up. So, what’s a better way? I’ve been on both sides of hundreds of compensation talks. The best ones follow this 3-step framework: 1. Document your value-triad Before asking for a raise, document three things: • Market Value: What people in similar roles are making. (Use salary data from industry reports, job listings, or recruiters.) • Business Impact: How your work directly affects revenue, efficiency, or cost savings. (Bring numbers) • Track Record: Examples of consistent performance, major wins, and feedback from leadership/clients. How to apply it? Create a simple one-pager covering: • 2-3 salary benchmarks (with location adjustments if relevant) • Your biggest contributions to revenue, process improvements, or customer success (show client impact with specific metrics/customer quotes) • Share key performance indicators, include feedback from customers/managers, and note any awards/recognitions 2. Map your career development Create another one-pager that reflects where you want to be. Ask yourself: • Where do I want to be in 5 years? • What skills or results will get me there? • How can my manager help? 3. Frame it as a conversation rather than a negotiation Instead of demanding a number, position it as a discussion. Try this: "I’d love to talk about my compensation in the context of my role and career growth. I’ve put together an analysis of my market value, business impact, and achievements. Can we review this together to ensure my compensation reflects my contributions and future path?" Raises aren’t given—they’re justified. Show your impact, plan your growth, and make it easy for your boss to say yes. What’s worked for you in salary negotiations? 

I once negotiated a $12k raise without a title change. Here’s how I did it👇🏼 1️⃣ I quantified the value I brought to the organization in relation to sales revenue. You can also do this in terms of cost savings or efficiency garnered, but use some type of metric to measure the value you generate. 2️⃣ I did my market research on what was a competitive salary for my title and experience. Tools like Glassdoor and Payscale are helpful sites for comp metrics. Turns out I was being way underpaid for my market value. 3️⃣ I built a good relationship with my boss and the key decision maker. At a minimum they have to know what you’re working on and ideally you have someone vouching on your behalf for the results you’ve achieved. 4️⃣ I practiced my pitch with a career coach. We perfected my core message and talked through different ways it could play out. Feeling confident in the way I delivered the message helped me stay composed despite my nerves. 5️⃣ I knew what my BATNA (Best Alternative to a Negotiated Agreement) was so I had options if I didn’t get the outcome I wanted. I know every company has different policies, but my point in sharing this is that you should have a strategy before going in to make a big ask. Don’t assume anyone knows your value and make a case for what you’re worth. What other negotiation tips do you have? Good luck!

What would you do if your merit increase drastically didn't align with your expectations? Would you speak up and ask questions or accept the circumstances and move on?   My younger sister, Kerri, has worked in the healthcare industry for 7+ years and recently received an annual merit increase with a market adjustment that seemed questionably low.   When her manager shared the final numbers, Kerri voiced her concern that the raise didn't seem fair based on her recent accomplishments. She asked, “How did we get to that number?” Her manager didn't have an answer, but promised to check in with HR for clarity.   Fast forward to a few weeks ago, and Kerri tells me that HR had her years of experience incorrectly inputted in their system and that one error translated to a lower merit increase. Her manager confirmed it was a mistake and worked with the compensation team to correct it and increase her raise.   This is a classic example of why we have to always look out for ourselves in the workplace. Had Kerri looked at her raise, shrugged her shoulders, and said “oh well,” she would have: 1) Never fully understood how her raise was calculated 2) Continued to be underpaid. It's not always easy to speak up, but it's necessary because no one else is going to care more about your career and your pay than you do.   Here's what I recommend based on this story: ➞ Document your wins. Keep a running log of your accomplishments, project outcomes, client feedback, and business impact. When it comes time for reviews or comp discussions, you won't be scrambling for receipts. ➞ Determine the why. Don't just look at the numbers - ask how it was calculated. Is there a formula? A pay band? A comparison to market rates? The more you understand, the better positioned you are to challenge or negotiate. ➞ Get curious, not confrontational. Approach the conversation with curiosity: “Can you help me understand how this number was determined?” “Is there an opportunity to revisit this now that I've completed XYZ?”  That tone often opens the door for a more collaborative conversation. ➞ Research your market value. You can use tools like Glassdoor, Levels.fyi, or Comparably. Talk to recruiters. Ask trusted peers. If there's a gap between what you're making and what the market says, you can then determine how to build a case. ➞ Don't wait for others to correct mistakes. Kerri's story is a reminder that systems aren't perfect, and neither are the people running them. You have every right to double-check, challenge, and follow up. You're not being pushy; you're looking out for yourself. If something doesn't feel right, don't accept the default. Ask questions, clarify, negotiate, and advocate for yourself. You deserve to be paid equitably, and sometimes, the only way to get there is to speak up.