So, you have been thinking about popping the question. Not the “Will you marry me?” or the “Do you love me?” type, but that one question that most employers feel uncomfortable answering.

The question of “Can I get a salary review?” is dreaded by most employers, and employees often shy away from it due to the uneasiness it creates.

But let’s face it—you can’t live on a fixed payslip for years. Everyone needs an upward adjustment, especially if they are delivering results.

Some employers, though not many, adjust their employees’ remuneration after a given time and using a pre-communicated rate.

So, what is the best way to approach this hair-raising conversation and ensure that instead of enraging your employer, you get a fatter pay cheque at the end of the month?

Human resource practitioner Rose Khamunde spoke to Bizna and shared the following advice for anyone contemplating seeking a salary review.

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1. Factors employers consider in salary reviews

Employers look at several factors when deciding whether to approve or deny a salary review request. According to Khamunde, performance is a big one.

“They assess employee performance and contributions, particularly whether goals and objectives have been met or exceeded. High performers are more likely to be approved for salary raises,” she said.

Companies also use industry-based salary benchmarks to compare compensation with market standards. If your salary falls below the average market rate, it might justify a salary review.

“Budget and financial stability play a significant role too,” Khamunde noted. “Raises may be denied due to budget constraints, even if the employee is deserving.”

Other factors include length of service, internal pay equity, and broader economic trends such as inflation and labor market conditions.

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2. Timing is everything

Khamunde emphasized that timing can significantly impact your chances of a successful salary review.

“The best time to approach your boss is before the annual budget planning or during performance reviews. Highlighting your achievements when the company is assessing performance can make a stronger case for a raise,” she said.

Another smart moment is right after successfully completing a major project or hitting key milestones. These accomplishments make a compelling case for why you deserve a pay increase.

3. Company performance matters

Company performance directly impacts salary reviews, as Khamunde explained. When the company is doing well, generating revenue, and achieving its goals, there’s often more flexibility in the budget.

“Employees can use this information to strategically time their requests after a profitable quarter or successful year,” she advised.

Highlighting your contributions to the company’s success can make your case stronger, showing you’re not just asking for more money, but that you’ve earned it.

4. Avoid these common mistakes

One of the biggest mistakes employees make, according to Khamunde, is asking for a raise without supporting evidence.

“Gather concrete proof of your contributions—measurable results, successful projects, or new responsibilities. Be ready to explain how your work aligns with company goals and brings value to the organization,” she said.

Another mistake? Framing your request around personal financial needs instead of work performance. Employers respond better to discussions about your contributions than your rent payments.

“Also, avoid asking for a raise during times of financial difficulty for the company or right after missing performance targets. Timing is crucial,” she added.

While the thought of asking for a salary review can be nerve-wracking, preparing well, timing your request strategically, and focusing on your value to the company can increase your chances of getting a positive email from the HR or finance office.