Introduction:
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Most professionals believe that the only way to earn more is by switching jobs.
nBut that’s not always true.
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With the right approach, you can negotiate a 30–50% salary hike, without changing companies, without burning bridges, and without ultimatums.
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In this post, I’ll show you exactly how to do it, based on real stories, market logic, and what works inside companies.
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Let’s dive in.
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✅ Step 1: Know Your Market Worth
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Before you ask for more, back it up with data.
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→ Check salary ranges on Glassdoor, Levels.fyi, AmbitionBox, or Naukri.
n→ Talk to trusted friends who’ve recently switched jobs in your domain.
n→ Match your skills, role, and city against industry benchmarks.
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💡 Example: If your role pays ₹30L in the market and you’re at ₹20L, you’re not asking for a favor, you’re asking for a correction.
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✅ Step 2: Build a Business Case (Not an Emotional Plea)
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Don’t just say, “I work hard”, prove impact.
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Ask yourself:
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Have I saved time, effort, or cost for the team?
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Did I take on new responsibilities or upskill?
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Have I delivered during a crisis?
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Example pitch:
“I automated our reporting workflow and saved 20 hours/week. I also trained 2 new team members and handled 3 client escalations in the last quarter. I believe my current compensation doesn’t reflect the evolved scope.”
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This turns a hike request into a value conversation.
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✅ Step 3: Time It Right
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Even the best pitch fails if the timing is wrong.
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⛔ Don’t raise it during annual appraisals — by then, budgets are locked.
n✅ Raise it 2–3 months in advance, or after a major win, delivery, or team shift.
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Bonus: Managers are more receptive when the team is stretched, and you’re stepping up visibly.
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✅ Step 4: Show You’re In It for the Long Haul
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Your manager isn’t just thinking: “Should we give this person a raise?”
nThey’re thinking: “Will this person stay if we do?”
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Flip the narrative:
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Show long-term commitment
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Talk about where you see yourself contributing next
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Reassure them it’s not just about the money
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This creates trust and justification for a higher hike.
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✅ Step 5: Use a Range, Not a Number
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Avoid sounding rigid or transactional.
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Bad: “I want ₹22 Lakhs.”
nBetter: “Based on the role and my research, a compensation range of ₹20–₹24L would reflect the scope of work I’m managing.”
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This shows flexibility and keeps the door open for a discussion.
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✅ Step 6: Be Mentally Ready for a No — But Leave a Mark
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Even if the raise is denied, you’ve done two powerful things:
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You’ve positioned yourself as someone who knows their value
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You’ve planted the seed — and most companies remember
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Keep track of wins, revisit the discussion after 3–6 months, or start exploring outside — from a place of strength, not frustration.
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📖 Real Story:
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A colleague of mine once asked his manager for a 50% hike.
nHe didn’t get it.
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But he made a clear, logical case.
nThree months later, when his manager had to reassign a complex project, guess who got the lead and the budget to match?
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→ Hike approved.
n→ Role upgraded.
n→ Loyalty rewarded.
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Conclusion:
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Negotiating a 50% hike in the same company is rare, but not impossible.
nIt requires strategy, preparation, and patience, not aggression.
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Remember:
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Facts over feelings
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Business case over complaints
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Trust-building over threats
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Start the conversation early.
nTrack your wins.
nNegotiate with clarity.
nAnd most importantly, know that you can grow without always jumping ship.
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