Asking for more money can feel daunting — two in three workers told recruitment website SEEK they don’t feel confident doing it.
Yet fewer than half of New Zealanders are happy with their current salary, and more than 45 percent say they’ve never asked for a raise, according to SEEK’s survey of more than 1000 New Zealanders across several sectors.
While promotion‑ and performance‑based increases were less common, they were far more likely to deliver rises above 5 percent, the survey found.
It’s a weird paradox – workers have a lot of technology and yet are still doing too much, says American organisational consultant Melissa Swift.
Life and career coach Liz Barry, who offers a course on negotiating pay rises and starting salaries, says the conversation isn’t about proving you “deserve” more. It’s “more about demonstrating your impact and market value”.
Liz Barry has been a life and career consultant for more than 20 years.
Supplied
Before you ask for a meeting
Barry recommends gathering clear evidence of your achievements — such as client retention, new business, revenue generated, or efficiency improvements. If you struggle to quantify your impact, ask for the relevant data or collect feedback from peers, managers or clients.
She also suggests regularly highlighting your “wins” so they’re visible: share short updates in team meetings, at project completion, or when collaborating across teams.
“One of the biggest mistakes that people make before asking for a pay rise is assuming their manager already knows the value they bring,” she says. “When you ask for a raise, you don’t want to be introducing your achievements then — you want to be building on a track record they already know.”
How much should you ask for?
Research the market by looking at similar roles in your industry, location and experience level, Barry says. Review annual salary surveys from agencies such as Hays and Robert Walters, and use SEEK or Glassdoor salary tools. You could also ask AI, but always double‑check, she adds.
“When you’re informed and you’ve got those facts, you’re more empowered. The more comprehensive your salary research, the more effectively you’ll advocate for yourself.”
SEEK’s survey found the sectors most likely to receive a pay rise in the past 12 months were industrial (57 percent), professional services (53 percent) and technology (52 percent).
How likely are pay rises this year?
Afternoons
When to ask for a meeting
Avoid approaching your manager when they’re stressed or busy, Barry says. Better moments include after a significant achievement, completing a major project, expanding your responsibilities, or during annual reviews or budget cycles.
Even if the business is struggling, it may still be worth raising the conversation if you feel supported, she says.
“They may jump through hoops to try to find a way that you could stay, that’s going to suit both of you,” Barry says. “But always give them a chance, because the last thing they want to do is lose you to someone else who pays higher when they didn’t even get a chance to talk to you in the first place.”
If you’re new to a role but feel underpaid, Barry suggests requesting a six‑month performance review. “If you’ve had an outstanding year and your research shows you’re under market value, ask.”
During and after the meeting
Book a dedicated meeting rather than dropping the topic casually. Barry suggests saying something like: “Hey, I’d love to book some time to talk about my role and contribution over the past year, and to discuss how my compensation aligns with the market and the value I’m delivering.”
In the meeting, stay professional and forward‑looking, and refer to the evidence you’ve gathered. You might say: “Based on my research and the additional responsibilities I’ve taken on, I believe a salary in this range would better reflect the value I’m contributing to the team.”
Then pause, allowing space for a response. “Silence can be really powerful,” Barry says. “It really does signal confidence. You need to embody and know, ‘yeah, I’m worth this’.”
Afterwards, follow up with an email summarising the discussion and your request, she says. Managers often need time to consult HR.
Avoid comparing yourself to colleagues, demanding a raise, or leading with cost‑of‑living pressures — you can mention this later, but start by demonstrating value, Barry advises.
If you’re rejected or don’t like the offer
Ask what you’d need to achieve to reach the desired pay level, Barry suggests. Send a short email thanking them for their time, summarising key points, and noting you’ll update them on your progress.
“You’re helping your employer see the connection between your evolving contribution and fair compensation.”
Barry notes employees should consider asking for alternatives to salary increases, such as flexible or hybrid work, one‑off bonuses, extra leave, health insurance or ergonomic equipment.
In large organisations or public agencies, a promotion may be required if you’re already at the top of your pay band. SEEK’s data shows company‑wide pay rises are most common in the public sector (59 percent who remained in the same company) and retail, hospitality and sports (59 percent), compared with construction (37 percent) and technology (25 percent), where increases vary more and performance‑based rises were more common.
– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand