See pitfall 4. Once again, this contentious approach is the opposite of how you should proceed in a raise conversation and will likely have the opposite effect of what you're aiming for. A surefire way to get on your boss's bad side is to tell them that they need you more than you need them, and they may even take the opportunity to prove you wrong by letting you go — not exactly the result you're aiming for, is it?
Your raise conversation is a classic "show, not tell" moment — showcase your value to the company with real measurable data and quantifiable evidence and you'll have a much better shot at getting that raise than merely telling your boss that you're great and they're not.
Here's the bottom line — if you're planning on initiating a raise conversation with your boss, plan for it as you would any other persuasive presentation. Come equipped with a list of convincing, undeniable evidence that demonstrates why you're worth a salary increase — not why you feel entitled to one and upset why it hasn't happened yet. Many bosses are "bottom line" thinkers, and if you can make a case that highlights your value to their bottom line, then you've put yourself in the best possible position to get the raise you're aiming for. And if you hear yourself saying any of the five conversation pitfalls mentioned here, act fast and pivot the conversation quickly!
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This article originally appeared on TheJobNetwork.