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Consider using the 'gentle startup' techni...
Take an inventory of your unique selling proposition.
Present the unique skills and achievements you bring, particularly ones that are in shortage industry-wide.
Don't forget to follow up over email.
Mention your excitement to continue making great contributions to the company. Spell out all changes to your compensation package and when they will take effect.
... based on how you've quantifiably exceeded your goals.
Find the numbers that prove your contribution to the workplace. Data should comprise the bulk of your salary negotiation because it's hard proof of how valuable you are to the company.
It's important to have goals that you can use to measure your success.
Make sure you and your supervisor both understand how success looks in your organization and what is expected.
If you led training, introduced new procedures, or became a trustworthy person during a year with tumultuous office politics, you should include that in your discussion.
... if you've been at the company for less than a year.
If your responsibilities are dramatically different from what was outlined in the interview process, you might be eligible for a raise.
"You should always link individual performance to departmental goals, and then to overall company goals and how what you've done directly impacted each." -- Adam Ochstein
Don't discuss your own needs during a salary negotiation.
It is not your employer's interest, their personal interest, to actually really truly care for that, and it's not necessarily going to make them open up the pockets of that company to pay you for that.
"If you were to leave your company tomorrow, would there be any meaningful disruption to the business? If the answer is no, you don't have any leverage to get a raise." -- Jason Nazar
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