What I say when people ask me for more money

How to get a promotion or more money

Step 1. Lower your expectations

Always make sure you understand the process for salary reviews

When you are ready to ask, you want to drive the conversation.

  1. You want to show that you’ve completed all your stated goals and objectives (or at least, by whatever measure you actually talk about performance, you can credibly talk to doing a good job). This is why it’s important to have documented goals.
  1. You want to show you’ve done things beyond those objectives and show what they are and the impact those projects have had on broader business goals. This is just a list of projects that may have not been your responsibility but you did them anyway. Maybe you helped another team with a project late one weekend that really had a huge impact. If you did, point to it and highlight the value it generated.
  2. You also want to show market data and say “someone at my role, at my experience level, at a company like this, would be paid XYZ.” HR can help you with this, but also just asking around and Googling a bit and looking on LinkedIn or Glassdoor. Just make sure you’re comparing Apples with Apples here. If you’re looking at roles in New York but you live in Arizona, the numbers could be really different.
  3. You want to show how you’ve embodied the ways of working (or company values) and have some good examples. Talking to values is a great way to show you’re on board with the company culture. Some organizations (good ones usually) also use values as a way of measuring performance. Segment only uses values as their performance review process actually.

The 4 things that matter the most

  1. Did you complete your objectives?
  2. Did you go above and beyond the call of duty and can you demonstrate that clearly
  3. Your working relationships with others. People don’t talk about this because frankly, they want to believe the world is fair and equitable, but it’s not. Your ability to build relationships with your team and the business as a whole is important and this is also why emotional intelligence and forming good patterns when you are young in how you deal with others pays huge dividends in your professional career later in life. Being able to work with others matters. To pretend this isn’t a factor is just ignoring the reality of working in an organization. It is why the phrase ‘high performing jerks’ exists. People love high performers, but only if you can stand being in the same room with them. The bigger the jerk, the higher the performance would have to be for you to tolerate them. And as companies' attitudes towards cultures evolve, this is fast becoming a thing organizations have zero tolerance for. There are professions where this matters less, but in cross-functional team structures and software companies — you need to work with people to get things done.
  4. How your work is viewed. You want to not just be doing good work, but you want to be seen as doing good work. (Note: you actually do need to do good work as well obviously) But much like number 3, you want to be seen in an organization. This isn’t about just going around shamelessly self-promoting work that sucks. There are plenty of quiet achievers who are recognized. Generally speaking, doing good work, keeping people informed, and sharing your work with others is enough here. But just know you can’t sit in a basement doing good work interacting with nobody and think someone will care enough to come to you to recognize your worth. Now and then, you gotta put yourself out there and share your awesome stuff with the world.
Growth trajectory performance box from Radical Candor



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