Approaching your employer for a raise is not something anyone enjoys. But as the saying goes, “Don’t ask; don’t get.”

Before you meet with your boss or bosses to ask for a raise, make sure you’re adequately prepared. Here are some key points to consider when creating your raise proposal. 

Retention vs. Hiring First, understand that your firm wants to keep you as an employee. It is expensive to replace an employee and disruptive to the firm’s workflow. Employee loss is destabilizing for the firm’s culture and can also cause a loss in productivity. It’s time consuming for a firm, especially smaller firms, to search for candidates, interview candidates, and onboard new employees. The cost to the firm to replace you is a serious consideration.

In short, it is generally less costly for a firm to retain a valued employee and raise that employee’s salary then to look for a new candidate. In a 2013 article by Josh Bersin of Deloitte, Bersin estimates that “losing an employee can range from tens of thousands of dollars to 1.5-2.0x the employee’s annual salary.” 

Know Your Worth Think about the value you bring to your firm. Are you someone who is reliable, knowledgeable, and dependable? Do attorneys fight to have you assigned to their case? Do clients feel cared for when you work for them? Do you attend CLEs (through BASF, of course!) to broaden your knowledge? Do other paralegals and legal assistants come to you with questions? Have you been killing it with your billables? Did you save the day with your eye for detail?

Come to your review prepared with notes and be ready to plead your case. Having concrete examples of the value you bring to the firm makes it more likely that you will get the raise you deserve.

Consider the Firm Benefits Keep in mind that salary isn’t the only thing you can negotiate. It is not unreasonable to bargain for more PTO, a shorter workday, or a modified schedule.

Ask Around Do some research. For years, it was considered taboo to discuss salary with your peers, but there has been a definite departure from that culture. Ask around and find out what your peers are making at similar sized firms. Be sure to consider your years of experience, education, and time at your firm. Friend X may be earning 20% more than you at a similar firm, but Friend X may have worked in the field for 15 years.

If your firm does yearly reviews, that’s your opportunity to negotiate. If your firm doesn’t do yearly reviews, advocate for one. Reach out to the office manager, or the partners, and ask to schedule a review.

Remember, you are not going into your review like Oliver Twist, “Please, sir, I want some more,”; you are entering that negotiation as a valued employee with plenty of examples of why you are worth a raise.