You Deserve More: How to Ask for (and Get) the Pay and Title You’ve Earned

Are you like me—working hard, delivering results, and assuming that my efforts would be noticed and rewarded. But time and time again, I saw others, often less experienced or less qualified, getting the promotions and pay increases I had hoped for.

I’ve had to advocate for myself more than once. After a hiring freeze, I found out that new hires were being brought in at higher salaries than mine, despite my experience and tenure. I had to make the case for why my pay needed to be adjusted—and it worked. Another time, when negotiating for a leadership role, I realized that the initial salary offer was lower than what my direct reports were making. Instead of accepting it, I laid out my value, compared market rates, and pushed for what I deserved. In the end, I secured a salary that properly reflected my responsibilities and contributions.

But here’s the good news: You can change this narrative. You can ask for more and actually get it.

How to Research and Prepare

The key to negotiating confidently is preparation. Here’s how to get started:

1. Research Salaries in Your Industry

•  Use sites like Glassdoor, LinkedIn Salary, and Payscale to get a clear idea of what people in similar roles are making.

• Talk to recruiters and industry peers to get real-world data.

• If possible, ask colleagues in your field what they are making—salary transparency is key to closing the wage gap.

  
  

2. Know Your Value

• Make a list of your accomplishments, projects, and measurable results.

• What impact have you made? Increased revenue? Led teams? Launched successful initiatives?

• Confidence comes from knowing your worth—and being able to back it up.

  
  

3. Be Ready to Counteroffer

• Companies often expect candidates to negotiate. Don’t accept the first offer if it doesn’t meet industry standards or your expectations.

• Instead of saying, “That works for me,” try, “Based on my research and experience, I’d like to discuss a salary of X.”

• If they say there’s no room for negotiation, ask about other benefits—bonus structure, extra PTO, professional development funds.

  
  

When it’s time to have the conversation, keep these strategies in mind:

• Be Direct, Not Apologetic Many women downplay their asks. Instead of “I was wondering if there might be a chance for a raise,” say, “I’d like to discuss my compensation and how it reflects my contributions.”

• Use Data to Your Advantage Bring your research. Show industry averages. If you’re performing above your level, make that clear. Numbers are hard to argue with.

• Frame It as a Business Case Companies respond to results. Show how your work has benefited the organization and why an investment in you is justified.

• Be Prepared for Pushback If they say no, don’t get discouraged. Ask, “What would I need to achieve in the next six months to make this happen?” and get it in writing.

  
  

You deserve to be paid and recognized for your worth. But you have to ask. You have to push. And you have to know that advocating for yourself isn’t being difficult—it’s being strategic.

I’ve been on both sides of the table, as an employee asking for more and as a leader making decisions about salaries and promotions. The people who negotiate and advocate for themselves stand out. Be that person.

I invite you to take my Leadership Assessment at www.thesinhagroup.net to understand your skill sets and develop new intentions.