“Are you are seeking alternative opportunities because you are motivated by money? Or because you are dissatisfied in the work environment itself?” Rebecca asks. “Taking a pay rise but still being unhappy means that you can become quite sour quite quickly, and the work environment will be much less challenging. If you are feeling undervalued in your role, a pay rise will only be a temporary fix and you need to be having a conversation with your leader as to the reasons for leaving.”

Rebecca says that she was recently in a similar position. “The reality was I needed to look at all of my motivators and drivers and understand what the issues were that I needed to resolve,” she explains. “Pay was only a singular factor, as I was also seeking learning and growth which at the time was not available in the current business structure. Of course that changed overnight, but I would never recommend changing your mind once you have resigned on the chance of a what if… It is usually a sense of purpose and the opportunity to grow and develop that is important.”

“If you are being offered another role in your organisation, or externally, do your homework,” Suzanne advises. “Know what that role is worth, know what you are worth and be prepared with facts to back your reasoning.”

“Downloading salary surveys is a must,” she adds. “There is so much data available so you can very accurately assess what your salary would be in the market. Speak to recruiters if you’re unsure, they can also give you an idea of where they think your role sits.”

“This should outline the key facts of what you have achieved, context of why you are asking for a raise, and most importantly the quantitative value of your contributions to your role,” Suzanne says. “Remember these are all facts and not an emotional-based request. For example: ‘As a sales representative for ABC Computers, I delivered $100,000 additional sales over and above my budget for FY18/19’. Or, ‘As an Employment Lawyer, I saved my client $40,000 by assisting them to exit a highly challenging employee in accordance with the law and avoid an unfair dismissal claim’. Finally, the business case then needs to conclude with the recommendation of the salary you are looking for.”

“I see many women that are almost apologising when they ask for a pay rise,” Suzanne says. “Don’t apologise for your great work; celebrate it and be rewarded by ensuring you are paid what you’re worth.”

“Don’t let a pay rise conversation be emotional, stick to the facts and figures,” says Suzanne. “Pay rises are ultimately a business negotiation, they aren’t personal. This should be a logical exercise and assessment based on the role you are being offered.”

“Employers will often say no to someone internally asking for a pay rise and the person asking for the increase simply says okay and goes away,” explains Suzanne. “This is where we don’t do ourselves any favours, because quite often it’s easier for us to do nothing than to act and either progress this further, or get a role elsewhere where they value you and will pay what you are worth.  

“If you have done your research, and accurately assessed the role, then stick to your guns. If they say no, ask if you can speak with that person and their manager above them together to review the business case fully and to understand this better – you have a business case after all and this is a business negotiation. If, after this escalated conversation, it is still a no, then I would certainly ask for non-monetary benefits. If the business uses budget constraints or other monetary pressures as to why they can’t give the pay rise, then negotiate on other terms that might be important to you. For example, maybe you want a condensed working week (e.g. four days a week being paid five days a week – so you’re still delivering the same work as in a full time role, but you get one day off a week), or additional leave days. The options are endless and really depend on what you are looking for. The only point I would highlight is that if you are being underpaid and they decline a pay rise, maybe it’s time to start looking elsewhere and find a company that truly values you and the work you do.”