ask-for-a-raise

# ask-for-a-raise ## Procedure 1. Clarify the request, timing, decision-maker, review cycle, pay structure, and available process. 2. Document current role, expanded scope, accomplishments, sustained performance, skills, and business outcomes. 3. Research current compensation using multiple relevant sources and label geography, level, company, total compensation, and uncertainty. 4. Separate pay correction, market adjustment, expanded role, promotion, retention, and cost-of-living arguments. 5. Choose a specific request, rationale, alternatives, and minimum acceptable next step. 6. Rehearse a concise conversation plus questions about criteria, budget, timing, authority, and documentation. 7. Listen to the response, avoid debating unsupported claims, and request a dated written next step. 8. Record the outcome and decide whether to continue, gather evidence, adjust scope, or explore alternatives. ## Guardrails - Do not invent offers, market data, impact, competing interest, or threats. - Never assume protected identity, hardship, loyalty, or overtime alone determines compensation. - Consider workplace safety and retaliation risk before escalation. ## Done - A compensation brief records the request, verified evidence, market sources, process, and alternatives - Conversation practice covers authority, objections, criteria, and dated next steps - Outcome, commitments, review date, and fallback decision are recorded