The complete guide to negotiating a pay rise in today's economy

Getting the salary you deserve isn’t easy - but preparation, timing, and clear evidence can make all the difference in end-of-year reviews. Rising costs and financial pressures mean many are feeling the pinch in their pay. Research shows that nearly half of millennials and Gen Z professionals don’t feel financially secure, while more than half live paycheck to paycheck.

Getting a salary that reflects your skills and effort is crucial for both financial security and professional satisfaction. But asking for a pay rise can be daunting if you don’t approach it strategically. Preparation, timing, and evidence are key to success.

1. Choose the right moment

Timing is everything when approaching your manager about a pay increase.

• Consider company context: If your organisation is undergoing redundancies or a pay freeze, it may not be the best time to ask.
• Look for strategic opportunities: After a successful project, an annual review, or a key achievement can make your case stronger.
• Schedule the meeting: Send a short email first to ensure your manager has time to focus on the discussion.

Negotiating well shows confidence and professionalism. You want your manager fully prepared to consider your request, not blindsided by it.

2. Prepare a watertight business case

Preparation is critical and the most important part of any request.

• Document achievements: Keep a “brag list” of all projects completed, KPIs met, processes improved, and training contributions.
• Know your market worth: Research industry salary bands and total compensation benchmarks to establish a realistic baseline.

Bragging isn’t loud - it’s prepared. A pay rise discussion isn’t about persuasion; it’s about demonstrating clear value to the business.

3. Present your case confidently

When meeting your manager:

• Focus on tangible achievements, not personal financial pressures.
• Bring evidence of impact: revenue generated, efficiencies gained, client relationships improved.
• Be concise and structured; use a written agenda if possible.

Bring proof, not feelings. Focus on the value you contribute, impact, revenue, or efficiency improvements. This is what will convince your manager, not personal pressures. If the answer isn’t immediate, ask for a timeline or follow-up meeting. Flexibility is key; if salary isn’t negotiable, consider bonuses, equity, professional development, or other perks.

4. Avoid common pitfalls

• Don’t issue ultimatums or apologise unnecessarily.
• Keep the discussion professional, structured, and evidence-based.

Pay is an emotive topic, but approaching it calmly and logically improves your chances. Negotiation should be professional, structured, and evidence-based, not confrontational.

5. Handle being turned down

• Clarify whether it’s a firm no or a “not yet.”
• Ask what objectives are required to achieve a future pay rise.
• Schedule follow-up meetings to monitor progress and highlight achievements.

Reflect before reacting and ensure your achievements remain visible. Regular check-ins can make a difference.

6. Negotiate non-monetary benefits

• Explore alternatives if salary flexibility is limited: extra vacation days, flexible hours, professional development opportunities.
• Consider overall job satisfaction; growth and happiness can sometimes outweigh immediate pay.

Sometimes perks add up to just as much value as a raise. Consider your full package, not just the salary figure.

Why It Matters

Many employees avoid asking for a raise, leaving themselves undervalued.The biggest mistake people make is never asking for a raise. By preparing a structured case, demonstrating measurable value, and choosing the right moment, South Africans can confidently navigate pay discussions and ensure their compensation reflects their contributions.

* Armstrong is the founder of Armstrong Appointments.

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