Getting a raise is a step-by-step process that is easy with the right approach. It involves realizing what you’re worth and aligning your salary to reflect that. Essentially, you are in control of managing that balance and getting what you want. Here are 3 ways to get it done:

1. Your approach and attitude counts

Put in the work every day

Getting a raise starts with your approach and attitude every day on the work floor.

Are you the one complaining about every client and every project, or are you the bad-ass who is raking in the successes?

Getting a raise starts with deserving a raise. Make sure that every day counts and that you are the employee that is has the killer performance record and aspirational work ethic.

Self-assurance: Be confident. Be positive

Strive for a tone of mutual respect – calm, confident and conversational. Establish an basis for collaboration. Check the chip-on-the-shoulder at the door - avoid patterns of speech that put your manager on the spot; “Would you agree I’m due for a raise?” or “I believe that my work has been very good.”

Be direct, calm and polite. A positive and alert, yet relaxed body language is an important way to show confidence.

Don’t complain. Avoid ultimatums

Never start the conversation with a threat. You’ll put your boss on the defensive. Avoid comparing yourself to colleagues and complaining that you make less. Focus on you and your value. You should not implicitly or explicitly threaten to leave as a negotiating tactic.

2. Prepare, then go for it!

Gather evidence

Being well prepared for your conversation is crucial. Know what you’re asking for and know why you deserve that. Your boss may not be aware of all you’ve accomplished over the past year. Collect evidence before negotiating that makes that clear;

• facts about your own unique contributions
  i.e. money-saving efficiencies you’ve implemented, results from a project you’ve overseen
• perspective on your contributions and collaborations
  I.e. positive client testimonials; praise from colleagues and managers

Practice makes perfect

Write down what you want to say in key notes, then practice and rehearse your negation conversation in three ways:

• Out loud in front of the mirror
• Role playing with someone you trust
• Playing out different scenarios and expected questions

Listen for weaknesses in your argument or signs and make sure you get to the point quickly enough. Consider the conversation from your boss’s point of view.

Timing is everything

When you go in for negotiations, make sure that you choose the right moment. Studies show that most employees make their pitch at review time. This is a mistake because your manager is overwhelmed by the pressure of completing all evaluations on time. She’ll be less inclined to grant your request. Another constraint she might have is a set budget.

Time your request to coincide with changes in your own tasks like after you successfully complete a project or just before you take on new responsibilities. Create your own timeline.

When you’ve just created value for your company or achieved their goals for them - it’s time to say, ‘Let’s share that value’.

Note that if your boss doesn’t seem receptive, that you can suggest revisiting the issue in a few months and get it on her calendar. Schedule it in.

3. Perspective

Look forward, not backward

Pitch your raise as both recognition for achievements, and acknowledgment as a dedicated team player committed to growing with the firm. State your contributions, then quickly pivot to what you would like to tackle next. Assure your manager that you understand and want to contribute to managing pressures and achieving goals.

Consider the conversation from your manager’s perspective

Imagine the varied needs, concerns, and reactions that your manager might have and plan your responses. Think about her interests and why she would be interested in engaging in the conversation and it’s outcomes. Know what’s in it for your manager. Pitch your raise as a way to help her / him, making things easier for them.

If the answer is no

If the answer is no, have a Plan B that you would be ready like benefits instead of a salary increase:

• Bonus
• Participation in the company or stock options
• Flexible work hours

If the answer is still no, ask what it will take to shift the answer to a yes, making clear that you want to continue to grow within the position and the organization.

What are your career goals? Share your thoughts in the comments section below. We are just as much inspired by you, as you are by Eve & Elle.