Salary Negotiation
I came to realize that salary negotiation is an essential skill every woman must master—because far too often, women hesitate to ask for what they truly deserve.
“You’re doing great work. Keep it up.”
Those six words made me smile — but only for a moment. I was sitting across from my manager during my annual performance review. I had exceeded every target, delivered a project ahead of schedule that saved the company thousands, and was unofficially mentoring a team of new hires. Yet, my salary remained stagnant.
I left that room feeling conflicted: proud of my accomplishments but disappointed that my paycheck didn’t reflect them. That night, I made a decision — I would never again let my work speak for itself without me speaking up too.
One year later, I walked into my next performance review armed with a framework that not only got me a raise — it tripled my income over the next 24 months. Here’s the exact strategy I used — and the one every woman needs before walking into her next salary negotiation.
? Step 1: Change the Narrative — You’re Not “Lucky,” You’re Valuable
Women are often conditioned to be grateful for opportunities rather than assertive about compensation. I had to stop viewing salary negotiations as a confrontation and start seeing them as a business conversation. My mindset shift began with one simple belief:
“If the company is getting great results from me, it’s only fair that I get a great reward in return.”
Instead of waiting to be offered more, I started preparing to ask.
? Step 2: Track Your Impact — Don’t Just Do the Work, Document It
Throughout the year, I kept a private “Impact File.” Every time I solved a problem, received praise from a client, led a project, or boosted metrics — I noted it down with data, results, and context.
By review time, I wasn’t just saying, “I did a good job,” — I had a highlight reel of everything I brought to the table:
- ? Increased customer retention by 24% through a loyalty campaign
- ? Trained 3 new hires who now handle 20% of the workload
- ? Automated a manual report saving the team 8 hours/week
These weren’t tasks — they were business results.
? Step 3: Use the C.A.R. Framework — Clarity, Anchoring, Rehearsal
This three-step framework changed the game for me:
- Clarity – Know Exactly What You Want
I researched salary bands for my role, industry averages, and company pay scales. I didn’t say “I’d like more money,” — I said:
“Based on my role and performance, I’m targeting a compensation package in the range of ?X–?Y.”
- Anchoring – Set the Bar High
Rather than ask for what I thought they’d offer, I aimed higher — anchoring my ask to my value. I learned that most companies negotiate down from your ask. So I started higher, and ended up right where I wanted.
- Rehearsal – Practice Like a Performance
I role-played the conversation with a friend, recorded myself, and even stood in front of a mirror. It sounds silly — but being fluent in my pitch made me confident, not confrontational.
? Step 4: Speak Their Language — Business, Not Emotion
In the actual meeting, I skipped personal reasons (“I need more because of my bills”) and stuck to business terms:
“Here’s how my work has directly contributed to our goals this year. I believe my current compensation doesn’t reflect that level of impact.”
I was calm, prepared, and firm. No apologies. No over-explaining. Just facts, results, and a clear ask.
? Step 5: Be Ready to Walk — Or Grow Somewhere Else
My first raise was 30%. The next was a promotion that came with a 40% bump. Eventually, when a competing offer came in at 3x my original salary, I knew I was ready. I didn’t have to take it — but it showed me my worth.
Knowing your value is powerful. But asking for it is transformational.
? The Takeaway: Your Work Is Worth More — If You Believe It First
So many women — brilliant, hardworking, results-driven — stay underpaid because they don’t negotiate. Not because they can’t, but because no one ever taught them how.
Here’s what I learned:
- Track everything – wins, numbers, feedback.
- Rehearse your ask – clarity beats nerves.
- Know your market value – and aim above it.
- Don’t settle – you’re not being difficult; you’re being fair.
? Final Words
If you’ve ever walked out of a performance review feeling unseen or underpaid, you’re not alone. But you can rewrite the story — just like I did. Your next raise won’t come from doing more work. It will come from owning the work you’ve already done.
So before your next review, pull out this framework. Rehearse your value. And walk into that room like someone whose salary is about to get a serious upgrade — because it is.
Aastha Pathak
Intern Womenlines
Also read: Strategies for Achieving Workplace Pay Equity for Women
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