Prepare evidence of your achievements, research market rates, and quantify your value delivered. Schedule the conversation after positive feedback, present a specific figure with rationale, and be ready to discuss timing if budget constraints exist.
How do you ask for a pay rise during your performance review?
Timing your salary discussion during performance reviews gives you the best chance of success. Your manager is already focused on your contributions, making it the perfect moment to connect your achievements to a compensation increase. Present your case immediately after receiving positive feedback, when your value is top of mind.
What evidence should you prepare before the conversation?
Document your achievements with specific examples and measurable outcomes. Gather data on projects you've led, problems you've solved, and revenue you've generated or costs you've saved. Research current market rates for your role using salary surveys and job advertisements to support your request with external benchmarks.
How do you structure the actual ask?
Start by summarising your key accomplishments from the review period. Then present a specific salary figure rather than asking "for more money." Explain your rationale by connecting your contributions to business value and referencing market data. Be confident but collaborative in your approach.
Your preparation should include:
- Quantified achievements from the past 12 months
- Market salary research for your role and experience level
- Specific percentage or dollar amount you're requesting
- Examples of additional responsibilities you've taken on
- Evidence of skills development or certifications gained
- Feedback from colleagues or clients highlighting your impact
- Comparison to colleagues at similar levels (if appropriate)
- Alternative benefits if budget is genuinely constrained
What if your manager says the budget isn't available?
Don't accept "no budget" without exploring alternatives. Ask about the timeline for the next salary review, request specific criteria you need to meet, or discuss non-monetary benefits like flexible working arrangements, additional leave, or professional development opportunities. Get commitments in writing where possible.
Frequently asked questions
What percentage pay rise should I ask for during a performance review?
Request amounts vary depending on your performance, market movement, and time since your last increase. Exceptional performers with strong market data can justify higher requests.
Source: Careers NZ
Should I mention other job offers during the performance review?
Only mention competing offers if you're genuinely prepared to leave and the offer is comparable. Focus primarily on your value and achievements rather than external pressure.
What if my performance review was mixed or negative?
Address performance concerns first before discussing salary. Ask for a development plan and timeline, then revisit compensation once you've demonstrated improvement.
How long should I wait after a performance review to follow up?
Follow up within one week if no clear timeline was given. Send an email summarising the discussion and requesting next steps for the salary review process.
Can I negotiate other benefits if salary isn't possible?
Yes, explore additional annual leave, flexible working arrangements, professional development budget, parking, or health insurance contributions as valuable alternatives.
Get the exact words to say during your salary negotiation with our Negotiate Salary tool — it provides NZ-specific scripts for different scenarios and helps you practice your approach.