How to Get a Raise Without Taking on More Work
Debunking Annual Performance Myths for your Review Season
Annual reviews are here and they suck.
By the end of this Substack, I will make performance reviews less sucky.
5 Performance Review Myths Debunked
Myth: To make more money at my job, I need to take on more work or responsibility.
Not true. Most of the time, it is about presenting what you have already achieved over the past year as a high value asset to the decision makers at your job. It is not about doing more. It is about showing how what you have done matters.
Myth: If I just work hard, my efforts will speak for themselves.
Hate to break it to you, but nobody’s going to hand you a gold star just for keeping your head down and working hard. Managers are busy and don’t always see what you’re doing unless you make it known.
You’ve got to frame your work as impactful, not just “stuff you do,” and make sure they know how you’re adding value.
Myth: A good review automatically means I’ll get a promotion or raise.
Think again. A glowing review feels great, but unless it’s backed by a clear pathway to growth, it doesn’t guarantee anything.
Promotions and raises depend on company budgets, policies, and politics. If you want to move up, don’t just settle for “great job!”. Ask what’s next and how to get there.
Myth: Only big wins matter in a performance review.
Sure, launching a major project or closing a big deal looks good, but those aren’t the only things that count. Consistency, small wins, and incremental improvements add up over time.
Highlighting how you’ve consistently added value is just as important as the headline moments.
Myth: Performance reviews are just about your weaknesses.
Whoever started this one probably had a terrible manager. Your review isn’t just a critique session; it’s your chance to advocate for yourself and show off what you’ve accomplished.
If the conversation starts leaning negative, bring it back to what you’ve done well and how you’re ready to grow.
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3-Step Process to Make More Money Without Taking on More Work
1. Audit Your Achievements
Take stock of your accomplishments over the past year. Focus on measurable outcomes like revenue generated, cost savings, efficiency improvements, or successful projects. Identify how these achievements have directly benefited your company. Quantify your contributions wherever possible to showcase their value.
2. Frame Your Value Strategically
Craft a narrative that positions your achievements as essential to the company’s success. Use language that resonates with decision-makers, emphasizing business impact, profitability, or alignment with company goals. For example, instead of saying, “I completed a project ahead of schedule,” frame it as, “I improved operational efficiency, saving the team 20 hours per week, which allowed us to meet tight deadlines and increase client satisfaction.”
3. Initiate a Value-Based Discussion
Schedule a meeting with your manager to discuss your contributions. Present your achievements confidently, tying them to the company’s bottom line. Frame your request for a raise as an investment in retaining a high-value asset (you) rather than an expense. Use data to back up your case, and express confidence in your worth without framing it as a demand.
AND I HAVE A FREE GUIDE THAT WALKS YOU THROUGH THIS 3 STEP PROCESS ⬇️
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I’m sharing some bigger tips on how to make your annual review a little less miserable.
Fun fact: I have only had two performance reviews in my entire career, and at both of them, I quit on the spot. I will tell you exactly how that happened and share some mindset tips to help you feel confident and empowered on your big review day.
Watch below and enjoy! ⬇️
Xoxo,
Gabrielle