Avoid these 5 mistakes when asking for a raise

You’ve decided it’s high time you got paid what you’re worth, and you’re about to knock on the boss’s door to ask for a raise. Before you do, take a moment to get your ducks in a row. 

“Convincing your employer to increase your salary can be challenging, and many employees make avoidable mistakes that weaken their case instead of strengthening it,” says Nicol Mullins, Master Reward Specialist and Past President of the South African Reward Association (SARA).

So, if you’re planning to negotiate your way to a bigger paycheck, make sure you steer clear of these five common pitfalls.

Getting the timing wrong
Asking for a raise just after joining the company or too soon after your last increase will probably be seen as premature or unprofessional. Salary reviews typically follow structured cycles, and approaching your manager at an inappropriate time reduces your chances of success.

“For example, if your company has not performed well or budget constraints have been imposed, your request will likely fall on deaf ears,” says Lindiwe Sebesho, Master Reward Specialist and Executive Committee Member at SARA.

Not demonstrating added value
Many employees ask for a raise without first establishing a strong case for why they deserve one at all. Simply fulfilling job responsibilities is not enough - you need to showcase consistent, measurable achievements, contributions and reliability.

“Demonstrating how your work has positively impacted the business strengthens your request, especially if your manager agrees with your evidence,” says Deon Smit, Master Reward Specialist and Executive Committee Member at SARA.

Using anecdotal evidence
Hinging your request on personal financial needs or comparisons with colleagues will prove fruitless. Most employers base remuneration on individual performance, trusted market benchmarks and business impact - not personal expenses, informal discussions about peer salaries, or arbitrary remuneration data gleaned from the Web.

“Instead, focus on your unique contributions to the company and the value you bring to your role and responsibilities,” says Mullins.

Using ineffective communication and approach
Approaching the conversation with threats, ultimatums, or vague references to news articles and generalised salary data weakens your credibility. Instead, rely on your company’s remuneration policy, verified industry benchmarks and a professional, well-prepared presentation of your case.

“A well-informed, positive and collaborative approach fosters a more constructive negotiation, and a greater probability of winning your raise,” says Sebesho.

Failing to take responsibility for your career
Employees often assume their employer is solely responsible for their career advancement, and consequently neglect their own professional development and growth. So, they miss out on opportunities for salary progression.

“Proactively engaging with your manager on your skill development, performance differentiation, and career planning ensures a stronger position when requesting an increase or even a promotion,” says Smit.

Revising your strategy
So, to recap - poor timing, not demonstrating value, using anecdotal evidence, ineffective communication, and no career initiative are all big mistakes. Individually or in any combination, they will likely see you leaving your boss’s office no better off than before.

“By avoiding these mistakes and approaching your salary negotiation strategically, you greatly enhance your chances of a successful outcome,” says Mullins.
ENDS

MEDIA CONTACT: Idele Prinsloo, [email protected], 082 573 9219, www.atthatpoint.co.za 
 
For more information on SARA please visit:
Website: www.sara.co.za 
X: @SA_reward
LinkedIn: South African Reward Association
Facebook: SARA – South African Reward Association

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