May 31, 2025
Approaching your appraisal discussion with a clear plan can turn anxiety into opportunity. Appraisal season is often filled with both anticipation and nerves – you’ve worked hard all year and naturally hope it’s recognized.
However, many employees admit they feel uncomfortable talking about money. Experts note that while this time lets you highlight your wins, most of us dread the prospect of negotiating a salary hike.
It’s normal to worry about sounding entitled or getting a “no,” but remember that appraisal reviews are designed for exactly this purpose.
With the right preparation and mindset, you can confidently make your case rather than letting fear hold you back.
Here are five strategies to guide your conversation:
Preparation: Build a strong case before the meeting.
Frame with value: Lead with your contributions, not personal needs.
Timing: Pick the right moment (e.g. after a win or during a review cycle).
Confident pitch: Practice your wording; be collaborative, not confrontational.
Flexibility and follow-up: Be open to alternative rewards and send a professional recap.
Each of these steps is discussed below, with tips on how to implement them in the Indian workplace.
Strategy 1: Preparation (Build Your Case Before the Meeting)
Research and documentation are your foundation. Before the appraisal, spend time gathering information and evidence. Use salary benchmarking tools to understand market rates: sites like Glassdoor India, LinkedIn Salary Insights, PayScale and AmbitionBox can show typical pay ranges for your role and location. For example, LinkedIn’s salary tool lets you see what peers earn in your city and industry, giving you concrete data to reference.
Research market salaries: Check sites like Glassdoor, LinkedIn Salary, PayScale or AmbitionBox for pay ranges in your field. This ensures your request is realistic and shows you know your worth.
Compile achievements: Document your key results from the past year. PeopleMatters advises that “no achievement is too small to highlight,” so note everything from revenue growth to efficiency gains. Include numbers wherever possible – e.g. “increased sales by 25%,” “saved ₹5 lakhs in costs,” or “acquired 100+ new clients.”
Quantify impact: Whenever you list an accomplishment, attach data. For example, “We ran a campaign that boosted user acquisition by 40%” or “I streamlined a process, saving 20 work-hours per week.” As one salary negotiation guide puts it, listing specific wins (like saving the company $50,000 on a project) makes a strong case.
Connect to business goals: Frame your work in terms of company objectives. Show how your projects helped the team meet its targets. The advice is to ask, “How has the business been positively impacted through my contributions?”. For instance, if your team had a revenue goal, point out how your efforts helped reach or exceed it. Linking your success to business outcomes makes the value clear.
By doing this homework, you enter the meeting with facts rather than feelings. Your manager will see you’ve prepared and backed your request with evidence.
Strategy 2: Frame the Request Around Value, Not Need
When you begin the conversation, focus on your value to the company. Emphasize what you’ve achieved, not why you “need” more money. For example, lead with a statement like “This year I led a client project that increased our efficiency by 30%, saving the team time and costs.” Such data-driven examples make a compelling case. Use concrete metrics wherever possible – percentages, revenue figures, client wins, or efficiency improvements are much more persuasive than personal reasons.
If you’ve received any praise or awards, mention them too. As one career expert suggests, bring any positive testimonials or feedback to the table. For instance, if a client sent a thank-you note or your work was recognized in a company newsletter, referencing that proves your impact. You might say, “Last quarter I received three client commendations for project X, which highlights the value we delivered.” In fact, one negotiation guide even recommends literally keeping a “folder of customer testimonials” to share.
The key is to present an ROI argument. Try something like: “Over the past year I handled [specific responsibility], which resulted in [specific result]. I’d like to discuss how my compensation can better reflect that contribution.” This approach makes it clear you’re talking about value exchange. Avoid statements centered on personal needs (e.g. medical bills or comparing tenure) – these can sound entitled. Instead, use figures and facts to make your case for why paying you more makes good business sense.
Strategy 3: Time Your Request Strategically
Choose the right moment to ask. Timing can greatly influence how your request is received. Ideally, align your discussion with formal performance reviews or right after a major win. Many companies have annual or quarterly appraisal cycles. Indeed, recommends taking advantage of “annual or quarterly reviews” or the end of the fiscal year when budget decisions are being made. In India, for example, companies often finalize salary budgets at financial year-end (March-April), so scheduling your request around that period can be natural.
Think about recent achievements or company successes. If you’ve just completed a high-profile project or exceeded a target, strike while the iron is hot. Tiered’s advice is to wait until “after a successful project completion” or during your performance evaluation to bring up a raise. For example, you might say, “Since delivering the X project successfully last month, I’d like to review how my role and compensation have grown.”
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Avoid bad timing. Don’t ask for more money when the company is struggling or budgeting is tight. Indeed notes that if the company’s financial health is poor (layoffs, spending cuts, shrinking revenue), it may not be the right time. Before your meeting, check the company’s recent news or quarterly results. If layoffs or cost-saving measures are in the news, consider postponing. Also be sensitive to your manager’s workload – if they’re under extreme stress, it might be better to find a less hectic moment. Proper timing shows you’re considerate of the business context as well as your own needs.
Strategy 4: Practice a Confident, Collaborative Pitch
Rehearse your conversation. Role-play the discussion with a trusted colleague, mentor, or friend. Practice will help you fine-tune your pitch and boost your confidence. Work on speaking clearly about your achievements and desired outcome. The goal is to sound calm and professional, not rushed or nervous.
Use collaborative language when you speak. Frame the ask as a mutual discussion rather than a demand. For example, say: “I’ve taken on new responsibilities and would appreciate discussing how my compensation reflects that.” This is polite and fact-based. In contrast, avoid entitled phrasing. A weak or negative example would be: “I’ve been here a long time, so I think I should get more.” That sounds like a personal gripe instead of a business case.
✅ “I’ve taken on new responsibilities and would appreciate discussing how my compensation reflects that.”
❌ “I’ve been here a long time, so I think I should get more.”
(The first example emphasizes value and a request to discuss, which invites collaboration. The second simply demands based on tenure, which is unlikely to persuade.)
Before the meeting, also prepare answers to tough questions. Think through possible pushbacks (e.g. “We don’t have budget” or “How much are you asking?”) and practice your responses. Being rehearsed lets you handle objections calmly. Ultimately, as one career advisor notes, a confident, well-practiced pitch focused on your contributions goes much further than an off-the-cuff appeal.
Strategy 5.1: Be Open to Negotiation
If your manager cannot agree to a big salary hike on the spot, consider alternative forms of compensation. A successful negotiation is often about the whole package, not just base pay. Here are some options to have in mind:
Performance Bonus or Commission: If company policy permits, you might secure a one-time bonus or a higher commission percentage as compensation for your outstanding year.
Stock Options/Equity: In startups or tech firms, stock or RSU grants are common. Even if your salary is fixed, owning a stake in the company can boost your long-term earnings.
Extra Paid Leave: Additional vacation days or flexi-time can be valuable perks. As one negotiator’s story illustrates, even asking for “six weeks of vacation instead of four” can succeed when salary is off the table. More leave can greatly improve work-life balance.
Professional Development: A training budget, paid certifications, or conference funding can be a win-win. You grow skills that benefit both you and the company.
Flexible Work Arrangements: Proposing remote work days or a compressed workweek can sometimes be easier for a manager to accept than extra cash. Tim Denning gives an example of securing a four-day workweek when a raise wasn’t possible.
Title or Role Changes: In some cases, negotiating a new title or responsibilities (with the implicit promise of a raise later) can be a step in the right direction.
The key is to decide in advance which perks matter most to you. If salary increase isn’t an option, offering flexibility or other benefits might still improve your situation. When suggesting these alternatives, tie them back to value. For example: “If a higher base isn’t feasible now, could we consider additional paid training or an end-of-year bonus?” This shows you’re interested in a constructive solution. By prioritizing your needs (perhaps list them from most to least important), you can adapt on the spot and demonstrate flexibility during the negotiation.
Strategy 5.2: Follow Up Professionally
Even after you make your case, the process isn’t over. Follow up to keep the momentum. First, thank your manager for their time. A brief email the day after the meeting can reinforce your professionalism. In it, recap your main points and express appreciation. For example, you might write:
Subject: Thank you for the appraisal meeting
Body: “Thank you for discussing my performance and compensation with me today. I appreciate your feedback and consideration of the contributions I mentioned (like [specific example]). Please let me know if you need any more information. I look forward to any updates on this.”
This kind of note shows courtesy and keeps your request on their radar.
Second, set clear next steps. If no decision was made immediately, politely ask when you can expect an answer or suggest a timeline. You could say, “I understand these decisions take time. Is it possible to revisit this discussion in a few weeks after budgets are finalized?” Having a timeline prevents the conversation from fading away. It also signals that you are serious but patient.
Finally, if the response is “not now,” keep track of it. Ask when it would be appropriate to bring it up again (perhaps in the next quarter) and continue documenting your achievements in the meantime. Salary negotiation is often a process; by following up professionally, you keep control of the dialogue and leave a positive impression.
Common Mistakes to Avoid
While asking for a raise, steer clear of pitfalls that can undermine your efforts:
Making it personal or emotional: Focus on business impact, not personal needs. Avoid saying things like “I need this money for my bills” or “If I don’t get a raise, I’ll have to leave.” Ultimatums and personal appeals can sound unprofessional or defensive. Stick to facts about your work instead.
Being vague or unprepared: Don’t ask vaguely for “more money” without justification. One common mistake is failing to justify your request. Instead, come with specific examples and numbers. If pressed on why you deserve more, you should already have your evidence ready.
Focusing only on yourself: Neglecting the bigger picture can hurt your case. As one career expert warns, “salary is just one part of the compensation package”. If you only talk about salary without acknowledging other options or your role in the company’s success, it may seem short-sighted.
Unprofessional behavior: Remain calm, polite and respectful throughout. Avoid complaining about colleagues, blaming the company, or losing your temper. Also, don’t check your phone or interrupt the manager. Maintaining a courteous demeanor shows you’re serious and mature.
Accepting a low offer too quickly: If an initial answer is disappointing, don’t immediately agree or walk out. Instead, thank them and ask if there’s room to revisit the topic. Even a small concession (like extra leave) can be a win. Being too passive or too aggressive here can both backfire.
By avoiding threats, vague demands or personal complaints, you keep the discussion professional. Remember, the goal is a constructive dialogue, not a confrontation.
Conclusion:
In summary, asking for a salary hike during appraisal season is a skill that pays off with practice.
The most successful conversations are well-prepared, well-timed, and framed around your business value. The key takeaways are:
Prepare your case: Research market rates and document your achievements now, not at the last minute.
Time it right: Leverage performance reviews, recent wins, or fiscal cycles for your ask, and avoid lean periods.
Emphasize value: Lead with data and results (sales growth, cost savings, etc.), and use any testimonials you have.
Practice your pitch: Rehearse answering questions and use positive, collaborative language.
Be flexible and follow up: Offer alternative benefits if needed, and send a polite thank-you that summarizes the discussion.
Start today by keeping a running list of your wins so you’re never caught unprepared. Remember that salary negotiation is a normal part of career growth. With practice and the right approach, you’ll improve each time you try. You’ve earned the right to advocate for yourself – approach it with confidence and professionalism, and you’re more likely to reach a satisfactory outcome.
Additional Resources
Email Templates: Draft polite messages for your conversation. For example:
Subject: Request to Discuss Compensation – [Your Name]
Body: “Dear [Manager Name], I hope you’re doing well. I’d like to discuss my performance and compensation. Over the past year I’ve achieved [briefly list key wins]. Could we schedule some time to talk about how my role and pay might grow to reflect these contributions? I appreciate your time and look forward to a conversation.”
Include specifics about your role and accomplishments, but keep it concise.
Salary Tools: Use resources like LinkedIn Salary Insights, Glassdoor India, AmbitionBox, and PayScale to research pay ranges in India. These platforms aggregate real employee data to help you know where your current CTC stands in the market.
Reading on Negotiation: Learn negotiation techniques from experts. Never Split the Difference by Chris Voss (a former FBI negotiator) offers practical tips on persuasion and confidence. Harvard Business Review articles (e.g. “15 Rules for Negotiating a Job Offer” by Deepak Malhotra) also cover strategies like negotiating beyond salary.
By leveraging these resources and the strategies above, you can approach your appraisal confidently and turn it into a constructive salary negotiation. Good luck!
