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How Should You Ask For The Salary Hike During Appraisal Cycle?

Anita Adiraj

Anita Adiraj

Last updated 17/05/2023

How Should You Ask For The Salary Hike During Appraisal Cycle?

“I have been your basic desire since the joining date of your new organization, as people got you all riled up about me in the prior. And with the passing days, your longing for me has got even stronger. Who am I?

Well, this riddle is an easy one for every corporate employee. Isn’t it? Ofcourse, the answer is a hike! As you work for an organization, dedicate your time and efforts, your expectations of earning a higher number get stronger. Doesn’t it? And that is completely justifiable since you have been dedicated to one organization for such a long time.

I have often seen people who are not satisfied even after the hike. Why? Because the hike percentage was so less. Is that the case with you too? Then it’s time to change that!

You would think, “How can I change it? It is completely the company’s decision”. But we would be glad to break it to you, that you actually can turn the situation around! First, let us tell you where you might be going wrong.

Like every other office situation, while asking for a salary raise, there are certain dos and don’ts. So let’s see what are the possible don’ts her, shall we?

5 Things You Should Say During A Salary Raise Conversation:

Well, the following points are universal red zones while a salary hike conversation is going on with your boss. So you should NEVER EVER go there. 

Navigating the Appraisal Process: A Step-by-Step Guide to Asking for a Raise

1. “I know the timing isn’t great, but…”:

The timing literally is everything. On the off chance that your organization is appreciating fat net revenues, record-breaking deals numbers, and extraordinary extension then definitely - stroll in there and request an increase in salary. Things are clearly coming up roses and you have to make the most of present opportunities. 

Then again, strolling into your manager's office the day after a troubling quarterly report is given makes you look amateurish, self-serving, and withdrawn.

2. "I Haven't Had a Pay Raise Since..."

At the point when you're attempting to persuade somebody to put resources into you, it's ideal to try not to whine first thing. 

In case you will zero in on yourself, make the get some information about your qualities and what makes you shine as a representative. Bothering the negative can fall off lethargic and self-assimilated. This isn't the message you need to send the individual who controls the satchel strings.

3. "I'm Doing the Work of Three People..."

Once more, you're likely not telling your manager anything they don't as of now have the foggiest idea. 

It isn't so much that what you're stating is essentially off-base. Yet, on the off chance that you are accomplishing crafted by different individuals, giving you a raise may not understand the association issue. Contingent upon turnover at your organization, it's as your colleagues are likely in a comparable situation. Featuring your achievements excitedly and utilizing your set of working responsibilities to present your defense are acceptable moves.

4. "I've Been Here for a Year Now..."

Except if you arranged an exhibition survey or salary increase after a specific measure of time, being in your position one year or two years may not ensure a raise. In the event that you go into that office and lead with "Well boss, it's been a year now so I need a raise" you're most likely not going to get it. 

Substantiate yourself, not how long you've been there.

5. "I've Done Everything I was Supposed to Do..."

A raise, by definition, implies getting extra. Playing out the base capacities expressed part of your set of working responsibilities at a sufficient level likely won't procure you a raise. 

At the point when you request more cash, your manager will ask you for what reason you think you merit it. On the off chance that you have no better clarification to bring to the table than "Well, I do what I should," at that point your solicitation will be denied. 

Raises are about what you've done, however, they have more to do with what you'll do later on. On the off chance that you've simply demonstrated to be an unremarkable supporter of the organization, your manager will be unable to give you something besides what you've acquired.

So now that you know what you shouldn’t do, let us guide you to the path you should actually follow:

5 tips to follow while asking for a salary hike:

There are 5 simple tips to follow when you are going to ask for a hike. And everything becomes just a cakewalk.

Have a look!

* Know your worth:

When you know the skills you have and the amount other organizations are providing for your level of skills and experience, it becomes easy to understand how much raise you can expect. It is called your job market worth. Once you represent your worth in front of your current employers, they would consider giving you the salary you deserve.

There are tools like Glassdoor’s Know Your Worth salary calculator that can help you in understanding your potential value. You can take help from that as well. 

* Stay Upskilled:

Research about the projects your organization is currently working on and the particular skills needed for the project. If you see you are already mastering a lot of skills for a particular project, but only a few more are needed, upskill yourself on those skills so that you can be useful for those projects. Once your employers see that you are actually putting effort into the organization, they would be happy to give you that raise you desire.

Our courses can help you with that. You can check them out and apply for the ones you would like to learn.

* Justify Your Raise:

Supporting your ideal compensation will be cultivated with explicit instances of work progressed nicely. 

  • Utilize explicit, late achievements, and the worth you've brought to the organization as purposes behind why you merit the compensation you're proposing. 
  • Evaluate your incentive with information and certifications so you can show all the more unmistakably how you've added to your organization's primary concern. 
  • Present the focuses for your support for a raise in a consistent, convincing way. 
  • React to questions from your superior about your raise consistently and carefully to additionally legitimize your solicitation.

* Choose your timing wisely:

Picking the opportune chance to request a raise is similarly significant for planning for this conversation. 

When picking a decent an ideal opportunity to request a raise, discover when your organization's budget planning events happen so you can be certain that you're not requesting the unimaginable. 

A couple of incredible occasions to request a raise are:

  • Annual performance review
  • After completing an important project
  • When your manager is in a good mood.

* Express gratitude:

Although you are asking for a raise, you should not forget that this organization is the one who provided for your bread and butter to date. Hence, offering thanks and gratefulness for what you as of now have at the organization is a charitable and expert introduction to a request for more money.


Always remember, with the great paycheque comes even greater responsibility. So once you are clear about your demand and it has been approved, always confirm with your managers about what your job responsibilities are going to be with the new package. Discuss the possibilities of increasing your bandwidth, and be honest about your limitations.

To wrap it up in a nutshell, be confident about yourself, and keep things as clear as crystal and as transparent as water. And you are good to go!

Best of luck with an amazing annual package that is about to be pinned on your CV soon!

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About Author

She is the most experienced person in our writer?s forum. Her write-ups about IT Service Management have been the favorite ones of our readers in the past years. Amruta has worked closely with a lot of big farms and showed them how to utilize the ITIL framework to an organization?s supply chain management fruitfully. Her work areas mainly include ITIL Consulting & Implementation, GAP Analysis, ISO Audits, Process/Service Improvement Using Lean Six Sigma, Process Definition, Implementation & Compliance, Process Hygiene (ISO 20000), Quality Assurance & Program Governance.



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