Negotiating a pay rise and a new title can seem daunting, but understanding your manager’s perspective can significantly enhance your chances of success. Here’s a strategic approach to walking in your manager’s shoes during this pivotal conversation, and how I managed to double my safety salary and secure a new title in a single discussion.
Full disclosure. The journey to doubling my salary and securing a new title didn’t start on the day of the big talk; it began months earlier.
Every interaction with my manager was an opportunity to demonstrate my value. Each 1:1 was a chance to showcase accomplishments and align my contributions with the broader goals of the company. My success = my manager’s success. Capiche?
Hopefully you’ve already been doing the same. But if not, it’s never too late to start.
(Personally, I use these career templates to plan my approach and keep me on track with my career and performance conversations. If you love a good spreadsheet, I highly recommend!)
Get in the Promotion Zone
What keeps your manager up at night?
If you don’t know, find out.
Before initiating any conversation, I am acutely aware of the pressures and constraints my manager faces. For one, they’re balancing the budget, team needs, and their own performance metrics. But these are relatively easy tasks. The hard stuff comes from managing their stakeholders, meeting ambitious targets set by their boss and/or the Board, and putting out fires.
Knowing this means I can tailor my approach, making any proposal more appealing and feasible from their standpoint. Especially, if it helps to solve a problem they’re facing or will make them look good to their boss. My job is to make their job easier. It’s really that simple.
Be Your Boss’ MVP
Your job is simple. Make (or save) the company money. I know, I know. We’re in safety. It’s not about the money, it’s about the people. And yes, absolutely. But, it’s also about money.
That’s the unfortunate reality of business. No money = no business.
Position yourself as your boss’ MVP (most valuable player). That’s what I did, and it paid off—literally.
Every project, every task, every conversation is an opportunity to demonstrate how your efforts contribute to the company’s goals.
When walking into my performance conversation, my boss was already primed to see me as their MVP. As the cherry on top, I brought specific examples that showcased my achievements, particularly those that had directly impacted the bottom line or significantly advanced project milestones.
Timing is Everything
Don’t ask for a promotion or pay rise if the company’s just laid off a bunch of people or it’s been a tough quarter. Instead, opt for a moment when the company is reporting strong financial results, or just after successfully completing a major project under your leadership.
This positions your request in a positive light, aligned with a period of success. It makes saying “yes” a whole lot easier for your boss.
Articulate Your Worth
This is where the rubber hits the road.
Do your homework. What is your job worth, really?
If, like me, you’ve been with the company awhile, odds are you came in on a salary lower than your current worth.
Don’t feel bad. It’s not your fault. Your boss is just doing their job. At the end of the day, their remit is to hire you and keep you as cheaply as possible (which is why being their MVP is so important).
Clearly state why you deserve a raise and a new title. Discuss the added responsibilities you have taken on, the skills you have developed, and how you have gone above and beyond your current role. And don’t just stop there. Share how you can bring even more value to the company in a higher capacity.
Then, back it up with data.
Find relevant salary reports and current job advertisements that match your role responsibilities and desired title if you’re pitching for promotion. Share these figures with your boss, including the high and low end of the range. If you’re truly kicking goals, they’d be hard pressed to justify a salary bump on the low end of the spectrum.
Need help finding salary guides? Here’s some to get you started. Just make sure to check if they’ve released any newer stats since publishing this article. 😉
- Australian Safety Salary Report by SafeSearch
- New Zealand Safety Salary Report (data published annually in SafeGuard NZ Magazine)
- American Safety Salary Report by Safety+Health Magazine in collaboration with The Board of Certified Safety Professionals
- Canadian Safety Salary Report by The Board of Canadian Registered Safety Professionals
Practice Your Pitch
Confidence is key. Rehearse your talking points until you can deliver them confidently and concisely.
Being well-prepared shows your seriousness and professionalism, making a compelling case for your request. It also makes your boss’ job easier.
Do everything you can to make it easy for your boss to put your case forward.
Remember, they’re likely juggling pay conversations for the whole team, plus their own with their boss. Further, decisions about pay and titles often involve other senior executives all competing for the same bucket of money. Your manager only has so much sway.
If you haven’t already, you may need to increase your interactions with these other key decision-makers. The more people you have onside who see the value you contribute, the better your chances of securing a promotion.
What to Do if They Say No
Even with the best preparation, the answer might still be no. Try not to take it personally. Odds are, it’s not you, it’s them.
Here’s what you can do next.
#1. Challenge the Performance Review Myth
Don’t wait for your next annual review. Continuous performance discussions throughout the year can set the stage for off-cycle raises if you consistently demonstrate exceptional value. Be proactive. Ask when would be an appropriate time to revisit the conversation and lock it in the calendar.
#2. Stay Prepared for Opportunities
Sometimes, budget allocations and opportunities can arise unexpectedly. Keep reinforcing your value and be ready to reiterate your case for a raise or promotion when the next opportunity presents itself.
#3. Re-evaluate Your Options
If performance discussions and value demonstrations don’t lead to progress, and you consistently hear ‘no,’ it might be time to consider your options. If you feel you’re being held back, looking outside your current organisation could be the next step. It’s one of the most common ways people secure a pay rise and promotion.
Now, I don’t actually know you, so I can’t guarantee that following the tips in this article will double your salary like I did. But I can guarantee that simply asking without preparation or strategy isn’t likely to get you there. Take the time to understand your value, build your case, and approach the conversation with confidence and tact. Success might not be instant, but these steps can certainly put you on the path to achieving your goals.
