What I say when people ask me for more money

The core insight is that salary negotiations succeed when you treat them as a performance conversation, not a wish list. Start with low expectations, detach from the exact number, and focus on what you can control: your actions, behaviors, and how you handle the discussion. This stoic approach protects motivation and keeps the conversation grounded in reality.

Know the formal review cycle of your company and bring concrete evidence. Document that you have met all stated goals, highlight projects you took on beyond your remit, and gather market data that shows comparable compensation. Align your achievements with company values and show how you embody the ways of working, because many firms tie performance reviews to cultural fit.

Four factors dominate any raise decision: completion of objectives, demonstrable above-and-beyond contributions, strong working relationships, and visibility of your work. A manager will weigh not just the quality of your output but also how well you collaborate across teams and whether leadership notices your impact. Sharing results, giving credit, and building trust are as important as the technical work itself.

Finally, frame the conversation with a concrete question like, "What would I need to do to earn a 20% increase in the next six months?" This forces a roadmap and turns a vague request into an actionable plan. By entering the talk with evidence, humility, and a clear target, you give both yourself and your manager a roadmap to success.