Do You Need To Be Discussing Salary In Your Upcoming Performance Review? 30/05/2024

As your performance review approaches on 30th May 2024, you may be wondering whether it’s the right time to discuss salary. Performance reviews are typically intended to assess your contributions, progress, and areas for improvement. However, if handled correctly, they can also provide a suitable platform to discuss compensation.

First, consider your recent performance. If you’ve consistently met or exceeded expectations, taken on additional responsibilities, or contributed significantly to your team’s success, bringing up salary may be appropriate. Ensure you have a strong case prepared, backed by tangible achievements and metrics. Highlight your growth, skills, and how your work has positively impacted the company’s goals.

Timing is key. Make sure you’ve gathered data on market salaries for your role and industry. Knowing how your compensation compares can help frame the discussion in a constructive way. You can leverage this information to make a fair request for a salary review based on your role's market value.

During the conversation, ensure that your tone remains professional and collaborative. Rather than making demands, present your case for a salary adjustment in the context of your contributions and future potential. Focus on how your continued development will benefit the company in the long term.

If salary discussions aren’t part of your company’s standard performance review, don’t worry. You can still ask your manager about when it would be appropriate to address compensation concerns. This shows initiative while respecting the formal process.

In conclusion, salary discussions during a performance review can be beneficial if your performance warrants it. Approach the topic professionally, with a clear rationale for your request. Remember, even if salary adjustments are not immediately granted, you can open a dialogue that sets the stage for future consideration.