Negotiating 101: How to Ask for a Raise

Embarking on the journey of negotiating a raise can be both empowering and financially transformative. It can frankly change the outcome or at least the trajectory of your life. However, that doesn’t exclude the fact that it can be a nerve-wracking, stressful and frightening experience.

Whether you're a healthcare professional employed in a hospital or managing your practice, advocating for your worth is a skill that can significantly impact your financial well-being. As both a healthcare professional and a financial educator, I understand the unique challenges many of you face when it comes to navigating the delicate art of negotiation. I’ve been through my fair share of one one-on-one meetings and tough conversations with both owners and clinicians.

1. Do Your Homework: Imagine you're a physiotherapist working in a hospital. Research industry standards for your role and experience level. Websites like Glassdoor reveal that the average salary for a physiotherapist in a hospital setting is $70,000 annually. Knowing this benchmark provides a foundation for your negotiation strategy. If you're a self-employed physiotherapist, research typical rates in your area for private practice (talk to your colleagues in the same geographic area or in similar roles/clinics as yours). Understand the average charges for your services (fees for new assessments, follow ups, adjunct services you offer) to ensure your rates align with market expectations.

2. Showcase Your Value: For a hospital-employed physiotherapist, highlight the tangible contributions you've made. Perhaps you implemented a new patient care protocol that resulted in improved outcomes. Quantify your impact: "Introduced a protocol that led to a 20% increase in patient recovery rates within six months." For a self-employed physiotherapist, emphasize client success stories. "Helped clients achieve significant improvements in mobility, resulting in positive testimonials (google reviews) and increased referrals." Negotiate for a package that reflects your experience and value (not only years of experience, but value that can be provided. If structured as an employee do you have a certain base salary, are there tiered bonuses, and what are the benefits). If structured as self employed is there a tiered earnings based on services rendered (ie. < $10 000 billables, 45%,  between $10-12 000, 50% and > $12000 55%?

3. Pick the Right Moment: As a hospital-employed physiotherapist, choose a moment after successfully completing a major project or receiving positive patient feedback. If you're self-employed, consider negotiating after gaining new certifications or expanding your clientele. I always prefer speaking to employer about negotiations on Fridays (everyone is generally happier on Friday) and never on Mondays (for the opposite reason).

4. Practice Your Pitch: Role-play your negotiation pitch. "Over the past year, I've successfully implemented initiatives that improved patient outcomes. I am seeking a raise to $75,000, which reflects my contributions and aligns with industry standards."For the self-employed physiotherapist: "In the last quarter, I've expanded my client base by 20%. Considering my expertise and the demand for my services, I am adjusting my rates to $100 per session."

5. Be Clear and Assertive: Whether hospital-employed or self-employed, communicate your request with clarity and assertiveness. "I've consistently delivered exceptional patient care, and I believe a salary of $75,000 (insert salary amount here) is commensurate with my skills and contributions." Employers nowadays care less and less about the amount of time you have served and more about the value you have added. Especially in the self employed realm when there is an actual increase in revenue and earnings due to your contributions.

6. Consider Non-Monetary Benefits: If working in a hospital, consider negotiating for professional development opportunities or flexible work hours. As a self-employed physiotherapist, explore offering package deals or loyalty discounts for long-term clients, and partial education allowances. Are there benefits/perks like, health insurance (how healthy are you currently, do you foresee any possible surgeries or procedures in your future. Does your partner have health insurance? Retirement plans (what is the employer match like, can it be self directed, are there fees associated? Paid time off (is there a scale based on merit or tenure?) Other perks (e.g., gym memberships, professional development allowances, commuter benefits).

7. Know Your Limits: Hospital-employed or self-employed, establish your bottom line. "I believe a fair compensation is $75,000, but I am open to discussing other benefits or professional development opportunities."

8. Be Open to Compromise: Negotiation is a two-way street. Consider non-monetary benefits if an immediate salary increase isn't feasible. For the self-employed, offer package deals or discounts for clients who commit to long-term sessions.

9. Follow Up Professionally: Whether you secure a raise or not, follow up professionally. Express gratitude for the conversation and reiterate your commitment to delivering exceptional value. Don’t lose sight of the other side of the negotiation. You may not get the rate increase, or terms you want now, but that doesn’t mean you won’t in the future.

10. Continue to Excel: Maintain consistent high performance. For a hospital-employed physiotherapist, this might involve leading new projects. For the self-employed, it could mean continuing education to offer cutting-edge services, improved retention rates, increased billables etc.

Remember, negotiating a raise is a skill honed with practice. By approaching the process strategically and confidently, you position yourself for financial success and career satisfaction.

Understanding the Merit vs. Tenure Debate

It’s easy to believe that time spent in a role entitles you to a raise. While tenure can be a contributing factor, most employers care about the value you bring to the table—your merit. Think of it this way:

Tenure-Based Approach: "I’ve been here for 3 years, so I deserve a raise. Focuses on length of service .May overlook individual contributions

Merit-Based Approach "In the past year, I’ve improved efficiency by 15%, directly contributing to our team’s goals." Focuses on measurable achievements. Highlights personal impact on the organization.

Employers want to reward outcomes, not just time. By focusing on your tangible achievements and how they’ve contributed to your team or organization, you shift the conversation in your favor.

Personal Story: My First Raise Negotiation

I remember sitting outside my manager’s office, rehearsing what I was going to say. I’d been in my role for a few years, so I initially thought my tenure alone justified a raise. But a trusted mentor encouraged me to rethink my approach and focus on measurable results instead.

Before the meeting, I compiled a list of my accomplishments, including:

• Reducing patient wait times by 20%.

• Taking on an additional leadership role to streamline team communication.

• Exceeding revenue targets for three consecutive quarters.

When I presented this to my manager, I could see the difference in their reaction. Instead of a vague, “I’ve worked here a while,” I demonstrated my impact.

The result?

Not only did I secure the raise, but I also earned additional responsibilities that positioned me for future growth.

Tips for Overcoming Common Challenges When Asking for a Raise

1. Not Knowing Your Worth

One of the biggest obstacles to asking for a raise is undervaluing yourself. If you don’t know your market value or can’t articulate your contributions, you’re less likely to make a compelling case. Here’s how to change that:

• Do Your Homework:
  Research salary benchmarks for your role, experience level, and location. Use platforms like Glassdoor, Payscale, and LinkedIn Salary Insights. For example, if you’re a physiotherapist in Ontario with 5 years of experience, look at industry averages to identify where you stand.

• Create a Contribution List:
  List your key accomplishments. Include measurable achievements like increasing revenue, improving patient outcomes, or streamlining processes. For example, “I reduced patient wait times by 15% and contributed an additional $20,000 in revenue over the past year.”

• Ask Around:
  If you have trusted colleagues in similar roles, ask them (if appropriate) about their compensation. This gives you additional context.

2. Feeling Awkward Talking About Money

Discussing finances can feel uncomfortable, but remember: this is a professional conversation, not a personal plea. Employers expect these discussions—they won’t be caught off guard.

• Reframe the Conversation:
  Think of asking for a raise as advocating for the value you bring, not as a request for a favor. It’s not about you needing more money—it’s about ensuring your contributions are recognized and fairly compensated.

• Practice in Low-Stakes Settings:
  Practice speaking about money with friends, mentors, or even in mock conversations. The more you talk about it, the more natural it will feel.

• Use Scripts:
  Having a pre-prepared script helps you feel more confident. For example:

  “In the past year, I’ve achieved [specific accomplishments]. Based on market data and my contributions, I’d like to discuss aligning my compensation with the value I bring to the team.”

3. Not Knowing How to Frame the Ask

How you structure the conversation can make or break your request. A poorly framed conversation might come across as entitled, unprepared, or emotional.

• Start with Gratitude:
  Begin by expressing appreciation for the opportunities you’ve had in your role. For example:

  “I’m grateful for the opportunity to grow here and for the support you’ve provided in my role.”

• Anchor Your Ask in Value:
  Avoid making it about personal needs (e.g., “I need a raise because of rent increases”). Instead, tie your ask to business outcomes and market data.

  “Over the past year, I’ve contributed by [specific achievements]. Given these results and market benchmarks, I’d like to explore an adjustment to my compensation.”

• Be Direct but Flexible:
  State your case confidently but leave room for discussion. For example:

  “I’d like to propose a 10% increase to reflect the value I bring to the organization, but I’m open to discussing what works best for the company.”

When Is the Best Time to Ask for a Raise?

Timing is everything when it comes to negotiation. Research and professional insights suggest the following:

Day of the Week:

• Tuesday or Wednesday: These are often the most productive and least stressful days of the workweek for many people, making managers more receptive to important discussions.

• Avoid Monday (catch-up day) and Friday (everyone’s winding down).

Time of Day:

• Late Morning (10:00 AM – 11:00 AM): People are typically most alert and focused after they’ve cleared their early-morning emails and before lunch hunger sets in.

• Avoid first thing in the morning or late afternoon when energy and focus start to wane.

Situational Timing:

• After a Successful Quarter: If your company has recently hit targets or celebrated a win, it’s a great time to ask.

• During Performance Reviews: This is an expected time to discuss growth and compensation.

• After Personal Wins: If you’ve recently achieved something significant, it’s the perfect opportunity to tie it to your raise request.

Common Mistakes to Avoid

• Not doing your research: Walking in without knowing your worth can weaken your case.

• Making it emotional: Focus on professional achievements, not personal financial needs.

• Accepting the first offer: If the offer doesn’t align with your research or contributions, don’t be afraid to counter.

Negotiating a raise can feel daunting, but it’s an essential step in valuing your time, expertise, and impact. Remember: It’s not about what you’ve done over time; it’s about what you’ve accomplished and the value you bring.