You meet your deadlines, take on extra work, and everyone turns to you when something needs doing. Yet when pay reviews come around, your salary barely budges. How can you be working so hard and still feel overlooked?
The temptation may be to do even more: stay late, say yes to another project, and hope your boss finally notices. But securing a pay rise can also depend on how clearly you demonstrate your contribution, whether you ask for what you want, and when you choose to have that conversation.
From quietly absorbing extra responsibilities to downplaying your achievements, everyday habits could be weakening your case for better pay. Company budgets and unfair decisions can hold you back, too, but understanding what’s in your control can help you make a stronger case for a salary increase.
Here, two workplace experts explain the mistakes that may be costing you money at work.
Assuming hard work automatically leads to higher pay
Career coach and former corporate recruiter Hannah Salton says keeping your head down and hoping your work speaks for itself is a very common mistake: “It varies, depending on the workplace, but in some cases, promotions do go to those who shout the loudest – or those who are pals with senior management.”
It can help to start getting better at being visible and showcasing what you’re working on with your manager and the wider business. As Salton says, “It’s not about showing off, but about making sure you are seen, and that people know what you are achieving. You can do this by strategically keeping your manager updated on your wins and positive feedback, and by nurturing your internal network. It could be anything from going for a coffee with someone in another department, to asking someone you admire to mentor you or let you shadow them. Someone I know set up a brilliant initiative called ‘3 for lunch’ which involved randomly pairing 3 people across the business to meet for an informal coffee or lunch every month.”
You accept incremental pay rises passively
Trevor Hudson of Woden Consulting, who worked in HR for 15 years before setting up his own company, says employers typically offer the minimum they think you’ll accept, especially in annual reviews. “The employees who earn more are those who negotiate at the point of a job offer or a significant role change – not those who wait for an annual increment.”
You have no idea what colleagues earn or the wider market pays
Are you really earning less than your colleagues, or do you just feel like you are? You may have gleaned what co-workers are making through office gossip, but that’s far from a reliable source.
Salton says you can ask HR what salary information they can share with you, and if they have any salary bands, to give you an idea of what your earning potential is (because not every employer is forthcoming or transparent about this). She also suggests using search tools like AI to source job adverts and average salary bands for roles similar to yours in comparable industries.
You’re waiting for the “right time” to mention money
There’s no perfect time to ask for more money, and Salton says waiting until the annual review to raise it can be a mistake. “It helps to have a clear idea of where you’re heading and what you’d need to do to earn more well before then, so it’s a conversation your manager has already been part of rather than a surprise.”
If you want to have the money conversation with your manager, Salton says to keep a list of your key achievements and the value you’ve added to the wider organisation. “Then work with your manager rather than against them. Ask for their support, and for their advice on how best to approach whoever makes the final decision. If the answer is ‘no’, don’t treat it as a ‘no’ forever. Ask what needs to happen for it to be a ‘yes’ later, and try to get that in writing,” explains Salton.
Using another job offer as a bargaining chip
Many people say the best way to negotiate a pay rise is to get another job offer. But Salton says this tactic isn’t always successful. “This can work when you are happy to take the new job, and you have a clear case that the market values you more highly. It tends to backfire when it comes across as an ultimatum.”
Salton says negotiations work best when they’re collaborative, and a take-it-or-leave-it approach can make an employer shut the conversation down quickly. If you do mention another offer, frame it as evidence of market rates rather than a threat, and give yourself time to think rather than reacting in the heat of the moment.
You’re too much of a generalist at work
You may think your greatest skill at work is being the person who does everything, but Hudson says it often means you’re not seen as an expert in anything – and specialists tend to command higher pay.
“It’s true we like the people who help everyone out, but being nice at the expense of your own delivery and development is not valued enough to make it worth it. Help out and get your work done. Be fairly competent in most fields but be brilliant at a few to set yourself apart,” says Hudson.
Believing that long service will be rewarded
Hudson says staying at one company for years can hurt your earnings because you will eventually hit a ceiling. If you feel your experience and skills no longer match your salary, and your employer can’t meet your financial expectations, it might be time to move on. “External moves often come with a salary jump that internal progression rarely matches,” he says. “Young people might be currently struggling with unemployment, but if you are a bit older and with more experience, choosing job security over a significant pay bump in a new role is a big mistake. Don’t leave a role for money without a higher-paying one lined up. Often, even in a tough market, good roles exist, but there’s just a lot of competition for them, and it doesn’t hurt to explore what is out there so you have a realistic view of your value.”