You’ve picked up more responsibility, become the person others come to for help and kept things running through a busy few months. Your salary hasn’t moved. Before your next review, take a moment to put those changes into words.
A reported survey of 917 company representatives offers a useful starting point. Asked what would justify higher pay, 21% selected rare professional skills, 20% greater responsibility and 17% useful ideas that help the business grow. Independence and direct financial contribution each drew 14%, while 11% chose willingness to handle extra workload.
The same survey found that 84% had never increased pay solely because someone threatened to leave. Meanwhile, 47% said losing a particular team member would seriously disrupt their department. Being needed doesn’t automatically trigger a pay review. These figures describe one group of respondents, so use them as prompts for your own conversation.
Show where your skills make a difference
A skill becomes a stronger part of your case when you can explain what it helps the team do. Perhaps you can resolve an issue that used to require outside help, or interpret information that other people struggle to use.
Describe the situation, your contribution and the result. For example: “I rebuilt the monthly report so the team could spot overdue work earlier.” Add a reliable measure if you have one, such as time saved or fewer corrections. If you don’t, explain the improvement plainly.
Give the team credit where it’s due and make your part clear. Your manager needs enough detail to understand the contribution and explain it to whoever approves the budget.
Make changes to your role visible
Responsibility can creep up quietly. You start covering a colleague, then keep the work. You begin helping new starters, then become responsible for their training. Six months later, your job description describes a smaller role than the one you’re doing.
Compare what you were hired to do with what you now own. Note any decisions, projects or outcomes you’re accountable for, and which changes have become permanent.
If you’re being asked to take on more, discuss the scope, support and pay review together. Ask what will come off your existing workload and when the new arrangement will be reviewed. Agree on the expectations while the change is still being planned.
You can also ask for a pay review when the role hasn’t expanded. If similar roles appear to pay more, bring relevant comparisons and ask how your position sits within the salary band.
Turn a useful idea into an example
“I’m full of ideas” leaves your manager with a lot to fill in. Choose one suggestion that was put into practice and explain what happened.
Maybe you spotted repeated errors in a handover and introduced a simple check. Maybe you helped the team prioritise urgent requests so fewer deadlines slipped. Explain what changed for customers, colleagues or the business.
Keep the evidence proportionate. A clear before-and-after example is enough; you don’t need a presentation for every small improvement. Start a short running note so you can remember the details when review time comes around.
Ask for a decision and a next step
Book time specifically to discuss pay. Send a brief outline beforehand: how the role has changed, two or three examples of your contribution, and the adjustment you’d like to discuss.
You could say: “Since our last review, I’ve taken responsibility for these areas and delivered these results. I’d like to discuss bringing my salary into line with the role I’m now doing.”
If the answer is “not now”, ask what would need to change, who makes the decision and when you can revisit it. Follow up with a short written summary of what you agreed.
Be honest about your options. If you’re considering leaving, decide what would make staying worthwhile before raising that possibility. You may prefer to explore other roles. Jobio can help you organise those applications and tailor your CV using the same concrete examples you’ve gathered for your review.
Open a note today. Record one responsibility you’ve taken on, one problem you’ve solved and one result you can explain. Use those details to book the conversation.