As year-end reviews approach, I’m reflecting on my growth. I started focused on learning and reliability, and over time I’ve taken on more responsibility, become a go-to resource, and delivered consistent results. I want my compensation to reflect that evolution, not just a standard increase.

How have you successfully approached year-end salary conversations tied to impact and growth? What questions worked best for you?

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Typically I wait until review periods, which are often November or March

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Seconding this! I wait until March typically

In conversations about compensation you should always try to relate it to how much you've grown in your role and how much you've contributed to the company. The theme running through the conversation should be that you are a better performer now and you are a more valuable employee than you were when your current salary was set. As you've gotten more productive, your comp should reflect that.

I was reflecting on my growth this year as well. I definitely think you should advocate for yourself based on your growth. You are adding more value to the company, and should be compensated as such.

Just adding to this question. What do you do when you’ve had your performance review and the company didn’t give anyone raises this year? What do you do when your director tells you she can’t do anything about pay increases even though she sets the team budget?

I know that I am more valuable now than what I was even a year ago and I bring more contributions to the table than what I did when my salary was set.

What approach can I take to get my voice heard even when my direct leader can’t/won’t do anything? If I go to HR or her boss they will send me back to her. I feel stuck so I’m thinking it’s time to move on altogether.

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